# EmployTest > Smarter Hiring Through Pre Employment Testing > Generated by All in One SEO Pro v5.0.3, this is an llms-full.txt file, used by LLMs to index the site. ## Posts ### [HR Blog](https://employtest.com/?page_id=332) **Published:** March 6, 2023 **Author:** Ken Crowell --- ## Pages ### [Pre Employment Skills Assessment Test](https://employtest.com/) **Published:** June 17, 2021 **Author:** Ken Crowell --- ### [About](https://employtest.com/about/) **Published:** February 28, 2023 **Author:** Ken Crowell --- ### [FAQ](https://employtest.com/how-employ-test-works/) **Published:** February 28, 2023 **Author:** Ken Crowell --- ### [EmployTest vs Other Companies](https://employtest.com/employtest-vs-other-companies/) **Published:** May 8, 2026 **Author:** Ken Crowell --- ### [Pricing](https://employtest.com/employtest-pricing/) **Published:** February 28, 2023 **Author:** Ken Crowell --- ### [Privacy Policy](https://employtest.com/privacy-policy/) **Published:** May 16, 2023 **Author:** Ken Crowell --- ### [Skills Test Score Benchmarks: What Job Applicants Actually Score](https://employtest.com/benchmarks/) **Published:** August 11, 2026 **Author:** Ken Crowell --- ### [How We Calculate Our Benchmark Data](https://employtest.com/methodology/) **Published:** August 11, 2026 **Author:** Ken Crowell --- ### [Pre-Employment Test Uses](https://employtest.com/test-uses/) **Published:** April 22, 2025 **Author:** Ken Crowell --- ### [Employment Testing Services](https://employtest.com/employment-testing-services/) **Published:** June 17, 2021 **Author:** Ken Crowell --- ### [EmployTest Terms and Conditions of Use](https://employtest.com/employtest-terms-and-conditions-of-use/) **Published:** May 16, 2023 **Author:** Ken Crowell --- ### [Free Pre-Employment Assessment Test Samples](https://employtest.com/pre-employment-test-sample/) **Published:** March 6, 2023 **Author:** Ken Crowell **Content:** [Start Testing Now](https://employtest.com/employtest-pricing/ "Start Testing Now") --- ### [Reviews](https://employtest.com/reviews/) **Published:** March 27, 2023 **Author:** Ken Crowell --- ### [Testing by Industry](https://employtest.com/industry/) **Published:** April 22, 2025 **Author:** Ken Crowell --- ### [Thank You for Completing the Sample Test](https://employtest.com/thank-you-for-completing-the-sample-test/) **Published:** May 8, 2023 **Author:** Ken Crowell --- ### [EmployTest Newsletter](https://employtest.com/newsletter-signup/) **Published:** May 8, 2023 **Author:** Ken Crowell --- ### [Contact Us](https://employtest.com/contact-us/) **Published:** May 8, 2023 **Author:** Ken Crowell --- ### [Testing by Job Title](https://employtest.com/by-job-title/) **Published:** September 20, 2025 **Author:** Ken Crowell --- ### [Dual Dash Instructions](https://employtest.com/dash-help/) **Published:** May 24, 2023 **Author:** Ken Crowell --- ### [Resources](https://employtest.com/resources/) **Published:** March 6, 2023 **Author:** Ken Crowell --- ### [Sign into your EmployTest account](https://employtest.com/sign-in/) **Published:** March 27, 2023 **Author:** Ken Crowell --- ### [EmployTest Catalog](https://employtest.com/employtest-catalog-1/) **Published:** March 30, 2024 **Author:** Ken Crowell --- ### [Annual License](https://employtest.com/volume-discounting-pricing/) **Published:** May 18, 2023 **Author:** Ken Crowell --- ### [Sitemap](https://employtest.com/sitemap/) **Published:** July 6, 2021 **Author:** Ken Crowell --- ### [Get Started with EmployTest Today](https://employtest.com/lets-get-started/) **Published:** March 22, 2023 **Author:** Ken Crowell --- ### [Test Guide](https://employtest.com/test-guide/) **Published:** March 6, 2023 **Author:** Ken Crowell --- ### [Thank You for Completing the Sample Test](https://employtest.com/thank-you-for-completing-the-sample-test-2/) **Published:** May 8, 2023 **Author:** Ken Crowell --- ### [Thank You for Completing the Sample Test](https://employtest.com/thank-you-for-completing-the-sample-test-3/) **Published:** May 8, 2023 **Author:** Ken Crowell --- ### [Free Pre-Employment Assessment Test Samples](https://employtest.com/free-pre-employment-assessment-test-samples/) **Published:** March 6, 2023 **Author:** Ken Crowell **Content:** [Start Testing Now](https://employtest.com/employtest-pricing/ "Start Testing Now") --- ## Job Titles ### [Job Placement Test for Administrative Assistant](https://employtest.com/job-title/job-placement-test-for-administrative-assistant/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Recruitment Assessment Tool for Receptionists](https://employtest.com/job-title/recruitment-assessment-tool-for-receptionists/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Recruitment Assessment Tool for HR Generalist](https://employtest.com/job-title/recruitment-assessment-tool-for-hr-generalist/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Pre-Employment Assessment Tools for Paralegals](https://employtest.com/job-title/pre-employment-assessment-tools-for-paralegals/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Pre-Employment Testing Software for a Salesperson](https://employtest.com/job-title/pre-employment-testing-software-for-a-salesperson/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Pre-Employment Assessment Tool for Restaurant Workers](https://employtest.com/job-title/pre-employment-assessment-tool-for-restaurant-workers/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Pre-Employment Assessment Tools for Supervisors](https://employtest.com/job-title/pre-employment-assessment-tools-for-supervisors/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Recruiting Assessment Tools for Marketing](https://employtest.com/job-title/recruiting-assessment-tools-for-marketing/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Personality Assessment Tools for Account Managers](https://employtest.com/job-title/personality-assessment-tools-for-account-managers/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Pre-Employment Tests for Human Resources Manager](https://employtest.com/job-title/pre-employment-tests-for-human-resources-manager/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Project Manager Pre-Employment Assessment Tool](https://employtest.com/job-title/project-manager-pre-employment-assessment-tool/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Recruitment Assessment Tool for Home Health Aide](https://employtest.com/job-title/recruitment-assessment-tool-for-home-health-aide/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Recruitment Assessment Tool for Managers](https://employtest.com/job-title/recruitment-assessment-tool-for-managers/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Pre-Employment Testing Software for Team Leaders](https://employtest.com/job-title/pre-employment-testing-software-for-team-leaders/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Hiring Assessment Platform for Account Representatives](https://employtest.com/job-title/hiring-assessment-platform-for-account-representatives/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Job Placement Test for Secretary](https://employtest.com/job-title/job-placement-test-for-secretary/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Applicant Screening for Marketing Manager](https://employtest.com/job-title/applicant-screening-for-marketing-manager/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Applicant Screening for Legal Assistants](https://employtest.com/job-title/applicant-screening-for-legal-assistants/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Job Placement Test for Customer Service](https://employtest.com/job-title/job-placement-test-for-customer-service/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Hiring Assessment Platform for HVAC Technician](https://employtest.com/job-title/hiring-assessment-platform-for-hvac-technician/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Job Placement Test for Driver](https://employtest.com/job-title/job-placement-test-for-driver/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Pre-Employment Testing Software For Retail Sales](https://employtest.com/job-title/pre-employment-testing-software-for-retail-sales/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Pre-Employment Assessment Tool for Operations Manager](https://employtest.com/job-title/pre-employment-assessment-tool-for-operations-manager/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Hiring Assessment Platform for Bookkeepers](https://employtest.com/job-title/hiring-assessment-platform-for-bookkeepers/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Pre-Employment Tests for Sales Manager](https://employtest.com/job-title/pre-employment-tests-for-sales-manager/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Recruitment Assessment Tool for Servers](https://employtest.com/job-title/recruitment-assessment-tool-for-servers/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Hiring Assessment Platform for Recruiters](https://employtest.com/job-title/hiring-assessment-platform-for-recruiters/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Job Placement Test for Medical Assistant](https://employtest.com/job-title/job-placement-test-for-medical-assistant/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ### [Pre-Employment Tests for Customer Service Representatives](https://employtest.com/job-title/pre-employment-tests-for-customer-service-representatives/) **Published:** September 1, 2025 **Author:** Ken Crowell --- ## Tests ### [Microsoft Office Skills Test for Employment](https://employtest.com/microsoft-office-skills-test/) **Published:** March 20, 2023 **Author:** Ken Crowell **Excerpt:** Interactive tests for Excel, Outlook, Word and PPT skills **Test Categories:** Microsoft & Technology, Most Popular **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Human Resources, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Human Resources Testing](https://employtest.com/human-resources-testing/) **Published:** April 27, 2023 **Author:** Ken Crowell **Excerpt:** Knowledge of human resources standards and practices **Test Categories:** Human Resources **Job Titles:** Human Resources --- ### [Hospitality Knowledge Test for Casino Staff](https://employtest.com/hospitality-knowledge-test-for-casino-staff/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral testing topics needed for Casino Staff Jobs --- ### [Hospitality Test for Applicants](https://employtest.com/hospitality-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral testing topics needed for Hospitality Jobs --- ### [Pre-Employment Canadian Accounting Test](https://employtest.com/pre-employment-canadian-accounting-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Pre-Employment Canadian Accounting Test **Test Categories:** Accounting Knowledge --- ### [Remote Work Test for Applicants](https://employtest.com/remote-work-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell --- ### [Cost Accounting Test for Applicants](https://employtest.com/cost-accounting-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for Service Advisor Job **Test Categories:** Accounting Knowledge **Job Titles:** Accounting Staff --- ### [Service Advisor Profile Test for Applicants](https://employtest.com/service-advisor-profile-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for Service Advisor Job --- ### [Pre-Employment Positive Attitude Test](https://employtest.com/pre-employment-positive-attitude-test/) **Published:** June 8, 2025 **Author:** Ken Crowell --- ### [Woodworking Pre-Employment Test](https://employtest.com/woodworking-pre-employment-test/) **Published:** June 18, 2025 **Author:** Ken Crowell --- ### [Warehouse Vehicles Pre-Employment Test](https://employtest.com/warehouse-vehicles-pre-employment-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for Service Advisor Job --- ### [Public Safety Pre-Employment Test](https://employtest.com/public-safety-pre-employment-test/) **Published:** June 11, 2025 **Author:** Ken Crowell **Excerpt:** Measures key personality traits for law enforcement jobs, such as self-confidence, self-control. --- ### [Police Pre-Employment Test](https://employtest.com/police-pre-employment-test/) **Published:** June 11, 2025 **Author:** Ken Crowell **Excerpt:** Measures key personality traits for law enforcement jobs, such as self-confidence, self-control. --- ### [Customer Service and Sales Pre-Hire Assessment](https://employtest.com/customer-service-and-sales-pre-hire-assessment/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Customer Service and Sales Pre-Hire Assessment --- ### [Plumbing Knowledge Test for Employment](https://employtest.com/plumbing-knowledge-test-for-employment/) **Published:** June 8, 2025 **Author:** Ken Crowell **Test Categories:** Industrial & Warehouse --- ### [Advanced MS Word Test for Hiring](https://employtest.com/advanced-ms-word-test-for-hiring/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Advanced MS Word Test for Hiring **Test Categories:** Microsoft & Technology --- ### [Warehouse Pick Pack Test](https://employtest.com/warehouse-pick-pack-test/) **Published:** June 5, 2025 **Author:** Ken Crowell **Excerpt:** Measures attention to detail and cross-referencing ability for a warehouse. --- ### [Electrical Mechanical Aptitude Test](https://employtest.com/electrical-mechanical-aptitude-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Electrical Mechanical Aptitude Test --- ### [Pre-Employment Testing Software for Clinical Role](https://employtest.com/pre-employment-testing-software-for-clinical-role/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Pre-Employment Testing Software for Clinical Role --- ### [Healthcare Pre-Employment Tests](https://employtest.com/healthcare-pre-employment-tests/) **Published:** July 6, 2025 **Author:** Ken Crowell --- ### [Light Industrial Skills Test](https://employtest.com/light-industrial-skills-test/) **Published:** April 30, 2023 **Author:** Ken Crowell **Excerpt:** Basic skills needed for warehouse or industrial jobs **Test Categories:** Industrial & Warehouse **Job Titles:** Supervisor, Warehouse --- ### [Personality Profile Test for Employment](https://employtest.com/personality-profile-test-for-employment/) **Published:** June 11, 2023 **Author:** Ken Crowell **Excerpt:** Behavioral profile (10 topics) specific to workplace **Test Categories:** Behavioral & Aptitude, Most Popular **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Microsoft PowerPoint Test for Applicants](https://employtest.com/microsoft-powerpoint-test-for-applicants-2/) **Published:** June 4, 2025 **Author:** Ken Crowell **Excerpt:** Simulated tasks in Windows OS and PowerPoint **Test Categories:** Microsoft & Technology **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative --- ### [Customer Care Simulation Assessment](https://employtest.com/customer-care-simulation-assessment/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Customer Care Simulation Assessment --- ### [Behavioral Test for Entry Level Jobs](https://employtest.com/behavioral-test-for-entry-level-jobs/) **Published:** June 8, 2025 **Author:** Ken Crowell --- ### [Office Manager Test](https://employtest.com/office-manager-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for Office Managers --- ### [Numerical Reasoning Test for Applicants](https://employtest.com/numerical-reasoning-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Numerical Reasoning Test for Applicants --- ### [Mechanical Reasoning Test For Applicants](https://employtest.com/mechanical-reasoning-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Test Categories:** Industrial & Warehouse **Job Titles:** Supervisor --- ### [Grit and Resilience Pre-Hire Test](https://employtest.com/grit-and-resilience-pre-hire-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Grit and Resilience Test for roles that require perserverence and a can do attitude --- ### [Medical Office Skills Tests](https://employtest.com/medical-office-skills-test/) **Published:** May 1, 2023 **Author:** Ken Crowell **Excerpt:** Basic skills needed for medical or healthcare office **Test Categories:** Healthcare **Job Titles:** Healthcare --- ### [Pre-Employment Logical Reasoning Assessment](https://employtest.com/pre-employment-logical-reasoning-assessment/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Pre-Employment Logical Reasoning Assessment --- ### [Online Aptitude Test For Employment](https://employtest.com/online-aptitude-test/) **Published:** June 30, 2025 **Author:** Ken Crowell **Excerpt:** Ability to think logically, absorb material, and finish tasks with little supervision **Test Categories:** Basic Employment Skills --- ### [Alphanumeric Data Entry Test for Applicants](https://employtest.com/alphanumeric-data-entry-test-for-applicants/) **Published:** June 5, 2025 **Author:** Ken Crowell --- ### [Microsoft Outlook Test for Job Applicants](https://employtest.com/microsoft-outlook-test-for-job-applicants/) **Published:** April 27, 2023 **Author:** Ken Crowell **Excerpt:** Simulations that test Microsoft Outlook skills **Test Categories:** Microsoft & Technology **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Basic Employment Skills Test](https://employtest.com/basic-employment-skills-test/) **Published:** April 3, 2023 **Author:** Ken Crowell **Excerpt:** Spelling, grammar, basic math and reading comprehension, in one test **Test Categories:** Basic Employment Skills, Legal Office Knowledge, Most Popular **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Excel Assessment Test for Employment](https://employtest.com/excel-assessment-test-for-applicants/) **Published:** March 20, 2023 **Author:** Ken Crowell **Excerpt:** Simulations that test Microsoft Excel skills (Beg, Int, Adv) **Test Categories:** Microsoft & Technology, Most Popular **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Word and Excel Test for Employment](https://employtest.com/word-and-excel-test-for-employment/) **Published:** June 8, 2025 **Author:** Ken Crowell --- ### [Artificial Intelligence Test for Applicants](https://employtest.com/artificial-intelligence-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell --- ### [Warehouse Pre-Employment Test](https://employtest.com/warehouse-pre-employment-test/) **Published:** June 6, 2025 **Author:** Ken Crowell **Excerpt:** Tests spatial relations, inspection skills and more --- ### [Pre-Employment Advanced Excel Test](https://employtest.com/pre-employment-advanced-excel-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Pre-Employment Advanced Excel Test --- ### [Pre-Employment Math Test](https://employtest.com/pre-employment-math-test/) **Published:** April 27, 2023 **Author:** Ken Crowell **Excerpt:** Adding, subtracting, multiplying and dividing for the workplace **Test Categories:** Basic Employment Skills **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Proofreading Skills Test](https://employtest.com/proofreading-skills-test/) **Published:** September 14, 2026 **Author:** Ken Crowell **Excerpt:** Catching grammar, spelling and punctuation errors in business writing --- ### [Warehouse Counting Skills Test](https://employtest.com/warehouse-counting-skills-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Warehouse Counting Skills Test --- ### [Proofreading Test for Employment](https://employtest.com/proofreading-test-for-employment/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Spot applicants, before hiring, with strong attention to detail in spelling, grammar, and punctuation. **Job Titles:** Administrative Assistant, Legal Office Staff --- ### [Legal Skills Test for Applicants](https://employtest.com/legal-skills-test-for-applicants/) **Published:** April 27, 2023 **Author:** Ken Crowell **Excerpt:** Knowledge test of legal standards and practices **Test Categories:** Human Resources **Job Titles:** Human Resources --- ### [Reading Comprehension Test for Applicants](https://employtest.com/reading-comprehension-test/) **Published:** April 20, 2024 **Author:** Ken Crowell **Excerpt:** Ability to understand, interpret, and analyze written information **Test Categories:** Basic Employment Skills **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Human Resources, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [General Skills Assessment for Applicants](https://employtest.com/general-skills-assessment-for-applicants/) **Published:** June 10, 2025 **Author:** Ken Crowell **Excerpt:** Grammar, spelling, basic math, detail orientation and analytical skills **Test Categories:** Basic Employment Skills, Behavioral & Aptitude, Most Popular **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Data Entry Test for Employment](https://employtest.com/data-entry-test-for-employment/) **Published:** June 17, 2025 **Author:** Ken Crowell **Excerpt:** Tests speed and accuracy when typing in names, addresses, codes, emails. --- ### [Paralegal Skills Assessment Test](https://employtest.com/paralegal-skills-assessment-test/) **Published:** April 27, 2023 **Author:** Ken Crowell **Excerpt:** Knowledge of legal office terminology and tools **Test Categories:** Legal Office Knowledge **Job Titles:** Legal Office Staff --- ### [Office Grammar and Spelling Test](https://employtest.com/office-grammar-and-spelling-test/) **Published:** April 22, 2023 **Author:** Ken Crowell **Excerpt:** Skills tests for spelling and grammar in the workplace **Test Categories:** Basic Employment Skills **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Human Resources, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Customer Service Aptitude Test](https://employtest.com/customer-service-aptitude-test/) **Published:** April 27, 2023 **Author:** Ken Crowell **Excerpt:** Aptitude for success in a customer or client facing role **Test Categories:** Behavioral & Aptitude **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Medical Billing Skills Test](https://employtest.com/medical-billing-skills-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Medical Billing Skills Test --- ### [Supervisor Aptitude Test](https://employtest.com/supervisor-aptitude-test/) **Published:** April 28, 2023 **Author:** Ken Crowell **Excerpt:** Ability to mentor and lead others on a team **Test Categories:** Behavioral & Aptitude **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Human Resources, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Emotional Intelligence Profile Test for Job Applicants](https://employtest.com/emotional-intelligence-profile-test-for-applicants/) **Published:** April 3, 2023 **Author:** Ken Crowell **Excerpt:** Ability to understand and manage emotions for relationships and decision-making **Test Categories:** Behavioral & Aptitude, Most Popular **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Management Aptitude Test](https://employtest.com/management-aptitude-test/) **Published:** April 27, 2023 **Author:** Ken Crowell **Excerpt:** Aptitude for success in a management role **Test Categories:** Behavioral & Aptitude **Job Titles:** Accounting Staff, Healthcare, Manager, Office Manager, Project Manager, Supervisor, Warehouse --- ### [Typing Speed and Data Entry Tests](https://employtest.com/typing-speed-and-data-entry-tests/) **Published:** April 3, 2023 **Author:** Ken Crowell **Excerpt:** Tests skills to quickly, accurately type data and text **Test Categories:** Basic Employment Skills, Microsoft & Technology, Most Popular **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Human Resources, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Pre-Employment Testing Software for Healthcare Admin](https://employtest.com/pre-employment-testing-software-for-healthcare-admin/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Pre-Employment Testing Software for Healthcare Admin --- ### [Pre-Employment Accounting Test](https://employtest.com/pre-employment-accounting-test/) **Published:** March 20, 2023 **Author:** Ken Crowell **Excerpt:** Knowledge of accounting standards and practices **Test Categories:** Accounting Knowledge, Most Popular **Job Titles:** Accounting Staff, Manager, Office Manager --- ### [Microsoft Word Skills Test for Employment](https://employtest.com/microsoft-word-skills-test-for-employment/) **Published:** November 25, 2025 **Author:** Ken Crowell **Excerpt:** Simulations that test Microsoft Word skills (Beg, Int, Adv) **Test Categories:** Microsoft & Technology **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Attention to Detail Test for Applicants](https://employtest.com/attention-to-detail-test/) **Published:** March 18, 2023 **Author:** Ken Crowell **Excerpt:** Tests for comparing data, following instructions, proofreading and keyboarding **Test Categories:** Basic Employment Skills **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Human Resources, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Cognitive Ability Test for Applicants](https://employtest.com/cognitive-ability-test-for-applicants/) **Published:** February 23, 2025 **Author:** Ken Crowell **Excerpt:** Reasoning, logic and problem-solving skills (needed for most jobs) **Test Categories:** Behavioral & Aptitude, Most Popular **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor --- ### [Typing Test for Employment](https://employtest.com/typing-test-for-employment/) **Published:** June 8, 2025 **Author:** Ken Crowell **Job Titles:** Administrative Assistant, Customer Service, Legal Office Staff, Paralegal --- ### [Computer Skills Test for Job Applicants](https://employtest.com/computer-skills-test-for-job-applicants/) **Published:** April 3, 2023 **Author:** Ken Crowell **Excerpt:** Basic skills needed for using computers efficiently **Test Categories:** Basic Employment Skills, Microsoft & Technology **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Basic Computer Skills Tests for Job Applicants](https://employtest.com/basic-computer-skills-test-for-job-applicants/) **Published:** February 11, 2025 **Author:** Ken Crowell **Excerpt:** Basic skills needed for using computers efficiently **Test Categories:** Basic Employment Skills, Microsoft & Technology **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Customer Support Assessments by Pre-Employment Testing Companies](https://employtest.com/customer-support-assessments-by-pre-employment-testing-companies/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Customer Support Assessments by Pre-Employment Testing Companies --- ### [Canadian Data Entry Test for Hiring](https://employtest.com/canadian-data-entry-test-for-hiring/) **Published:** June 5, 2025 **Author:** Ken Crowell **Excerpt:** Measures how fast and accurately applicants can enter data using the Canadian address format. --- ### [HR Generalist Knowledge Test](https://employtest.com/hr-generalist-knowledge-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for HR Generalist Job --- ### [Microsoft Windows Test for Applicants](https://employtest.com/microsoft-windows-test-for-applicants/) **Published:** April 28, 2023 **Author:** Ken Crowell **Excerpt:** Simulated tasks in Windows OS and PowerPoint **Test Categories:** Accounting Knowledge, Human Resources, Microsoft & Technology **Topics:** Accounts Receivable, Administrative Assistant, Inside Sales Rep, Legal Assistant, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative --- ### [Pre-employment Sales and Reasoning Test](https://employtest.com/pre-employment-sales-and-reasoning-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for Sales related jobs --- ### [Workplace Reasoning Test for Applicants](https://employtest.com/workplace-reasoning-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Workplace reasoning test for applicants --- ### [Healthcare Staff Test for Employment](https://employtest.com/healthcare-staff-test-for-employment/) **Published:** June 13, 2025 **Author:** Ken Crowell **Excerpt:** Measures traits like kindness, reliability, and patient-focused behaviors. --- ### [Fast Candidate Screening Tools](https://employtest.com/fast-candidate-screening-tools/) **Published:** June 8, 2025 **Author:** Ken Crowell --- ### [Data Entry Audio Pre-Employment Test](https://employtest.com/data-entry-audio-pre-employment-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Data Entry Audio Pre-Employment Test --- ### [Chat Support Assessment Test](https://employtest.com/chat-support-assessment-test/) **Published:** June 13, 2025 **Author:** Ken Crowell **Excerpt:** Assesses skills for chat support contact center jobs, such as attention, courtesy, and handling conflict. --- ### [Ten Key Test for Employment](https://employtest.com/ten-key-test-for-employment/) **Published:** June 8, 2025 **Author:** Ken Crowell --- ### [Payroll Knowledge Test for Applicants](https://employtest.com/payroll-knowledge-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for payroll jobs **Test Categories:** Accounting Knowledge --- ### [Project Manager Test](https://employtest.com/project-manager-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Job Titles:** Project Manager --- ### [Google Workspace Skills Test](https://employtest.com/google-workspace-skills-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for roles required to have Google Suite Knowledge prior to employment. --- ### [Legal Assistant Skills Test](https://employtest.com/legal-assistant-skills-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Reading, filing, spelling, and legal office precision **Test Categories:** Legal Office Knowledge **Topics:** Legal Assistant **Job Titles:** Legal Office Staff --- ### [Call Center Customer Service Test](https://employtest.com/call-center-customer-service-test/) **Published:** May 30, 2025 **Author:** Ken Crowell --- ### [Sales Candidate Assessments](https://employtest.com/sales-candidate-assessments/) **Published:** June 8, 2025 **Author:** Ken Crowell --- ### [Service Technician Pre-Hire Skills Assessment](https://employtest.com/service-technician-pre-hire-skills-assessment/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Service Technician Pre-Hire Skills Assessment --- ### [Verbal Reasoning Assessment for Candidates](https://employtest.com/verbal-reasoning-assessment-for-candidates/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Verbal Reasoning Assessment for Candidates --- ### [Pre-Employment Testing for Small Business](https://employtest.com/pre-employment-testing-for-small-business/) **Published:** June 16, 2025 **Author:** Ken Crowell --- ### [Healthcare Staff Assessment](https://employtest.com/healthcare-staff-assessment/) **Published:** June 5, 2025 **Author:** Ken Crowell **Excerpt:** Measures applicants' traits such as dependability and kindness. **Test Categories:** Healthcare **Job Titles:** Healthcare --- ### [Sales Aptitude Test For Job Applicants](https://employtest.com/sales-aptitude-test-for-job-applicants/) **Published:** November 25, 2025 **Author:** Ken Crowell **Excerpt:** Desire to be outgoing, confident and achievement driven **Test Categories:** Behavioral & Aptitude **Job Titles:** Customer Service, Inside Sales Rep, Sales Representative --- ### [Basic Customer Service Skills Test for Applicants](https://employtest.com/basic-customer-service-skills-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics for Customer Facing Roles --- ### [Manager Ability Test for Hiring](https://employtest.com/manager-ability-test-for-hiring/) **Published:** June 8, 2025 **Author:** Ken Crowell --- ### [Accounts Payable Test for Applicants](https://employtest.com/accounts-payable-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for Accounts Payable Clerks and roles responsible for processing payables. --- ### [Pivot Table Test for Applicants](https://employtest.com/pivot-table-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Pivot Module Test for Applicants --- ### [Microsoft Teams Test for Applicants](https://employtest.com/microsoft-teams-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for roles using microsoft teams --- ### [Manufacturing Pre-Employment Test](https://employtest.com/manufacturing-pre-employment-test/) **Published:** June 5, 2025 **Author:** Ken Crowell --- ### [Outside Sales Representative Skills Test](https://employtest.com/outside-sales-representative-skills-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Outside Sales Representative Skills Test --- ### [Customer Service Reliability Test](https://employtest.com/customer-service-reliability-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for Customer Service Jobs --- ### [Situational Judgment Test for Supervisors](https://employtest.com/situational-judgment-test-for-supervisors/) **Published:** June 8, 2025 **Author:** Ken Crowell **Job Titles:** Supervisor --- ### [Creativity Pre-Employment Test](https://employtest.com/creativity-pre-employment-test/) **Published:** June 8, 2025 **Author:** Ken Crowell --- ### [Custom Pre-Employment Tests](https://employtest.com/custom-pre-employment-tests/) **Published:** April 22, 2023 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics in a test that exactly matches the job **Test Categories:** Accounting Knowledge, Basic Employment Skills, Behavioral & Aptitude, Healthcare, Human Resources, Industrial & Warehouse, Legal Office Knowledge, Microsoft & Technology **Job Titles:** Accounting Staff, Administrative Assistant, Customer Service, Healthcare, Human Resources, Inside Sales Rep, Legal Office Staff, Manager, Office Manager, Paralegal, Project Manager, Sales Representative, Supervisor, Warehouse --- ### [Employee Cybersecurity Test](https://employtest.com/employee-cybersecurity-test/) **Published:** June 30, 2025 **Author:** Ken Crowell **Excerpt:** Measures the ability to think logically, absorb new material, and complete tasks with minimal supervision **Test Categories:** Basic Employment Skills --- ### [Business Communications Test for Applicants](https://employtest.com/business-communications-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for Service Advisor Job --- ### [Behavioral Tests for Industrial Jobs](https://employtest.com/behavioral-tests-for-industrial-jobs/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Measures soft skills like safety, responsibility, teamwork, and time management for industrial, logistics, and manufacturing roles --- ### [Career Interest Assessment](https://employtest.com/career-interest-assessment/) **Published:** June 8, 2025 **Author:** Ken Crowell --- ### [Financial Statements Knowledge Test for Employment](https://employtest.com/financial-statements-knowledge-test-for-employment/) **Published:** June 8, 2025 **Author:** Ken Crowell **Test Categories:** Accounting Knowledge --- ### [Employment Testing Services for Teamwork Roles](https://employtest.com/employment-testing-services-for-teamwork-roles/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Employment Testing Services for Teamwork Roles --- ### [Customer Service Decision Making Test](https://employtest.com/customer-service-decision-making-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for Customer Service Jobs --- ### [Banking Skills Test](https://employtest.com/banking-skills-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for Banking Jobs --- ### [Accounting Staff Personality Test](https://employtest.com/accounting-staff-personality-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Accounting Staff Personality Test --- ### [Account Representative Skills Test](https://employtest.com/account-representative-skills-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Skills and behavioral topics needed for Account Representatives --- ### [Restaurant Workers Pre-Employment Test](https://employtest.com/restaurant-workers-pre-employment-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Measures traits and skills important for guest-facing hospitality roles. --- ### [Adaptability Assessment Test for Applicants](https://employtest.com/adaptability-assessment-test-for-applicants/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Adaptability Assessment Test for Applicants --- ### [Managerial Judgment Pre-Hire Test](https://employtest.com/managerial-judgment-pre-hire-test/) **Published:** June 8, 2025 **Author:** Ken Crowell **Excerpt:** Designed to evaluate how well applicants can handle the demands of a leadership role --- ### [Healthcare Staff Assessment](https://employtest.com/health-care-staff-assessment/) **Published:** June 5, 2025 **Author:** Ken Crowell **Excerpt:** Measures applicants' traits such as dependability and kindness. **Test Categories:** Healthcare **Job Titles:** Healthcare --- ### [Pre-Employment Accounting Test](https://employtest.com/accounting-test-for-employment/) **Published:** March 20, 2023 **Author:** Ken Crowell **Excerpt:** Knowledge of accounting standards and practices **Test Categories:** Accounting Knowledge, Most Popular **Job Titles:** Accounting Staff, Manager, Office Manager --- ## Industries ### [Job Placement Test for Law Firms](https://employtest.com/industries/job-placement-test-for-law-firms/) **Published:** April 5, 2026 **Author:** Ken Crowell **Content:** --- ### [Pre-Hire Tests for School Districts](https://employtest.com/industries/pre-hire-tests-for-school-districts/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Employment Testing Services for Restaurants](https://employtest.com/industries/employment-testing-services-for-restaurants/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Assessment Tools for Property Management](https://employtest.com/industries/pre-employment-assessment-tools-for-property-management/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-employment Tests for Logistics & Transportation](https://employtest.com/industries/pre-employment-tests-for-logistics-transportation/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Testing Companies for Hospitals](https://employtest.com/industries/pre-employment-testing-companies-for-hospitals/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Testing Companies for Banks](https://employtest.com/industries/pre-employment-testing-companies-for-banks/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Assessment Tool for Hotels](https://employtest.com/industries/pre-employment-assessment-tool-for-hotels/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Tests for Call Centers](https://employtest.com/industries/pre-employment-tests-for-call-centers/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Tests for Warehousing and Distribution](https://employtest.com/industries/pre-employment-tests-for-warehousing-and-distribution/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Recruitment Assessment Tool for Accounting Firms](https://employtest.com/industries/recruitment-assessment-tool-for-accounting-firms/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Tests for Staffing Agencies](https://employtest.com/industries/pre-employment-tests-for-staffing-agencies/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Assessment Tools for Marketing & Advertising](https://employtest.com/industries/pre-employment-assessment-tool-for-marketing-and-advertising/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Applicant Screening for Staffing Agency](https://employtest.com/industries/applicant-screening-for-staffing-agency/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Tests for Universities and Colleges](https://employtest.com/industries/pre-employment-tests-for-universities-and-colleges/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Hiring Assessment Tools for HVAC](https://employtest.com/industries/hiring-assessment-tools-for-hvac/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Testing Companies for City Government](https://employtest.com/industries/pre-employment-testing-companies-for-city-government/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Employment Testing Services for County Government](https://employtest.com/industries/employment-testing-services-for-county-government/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Hiring Assessment Platform for Churches and Religious Organizations](https://employtest.com/industries/hiring-assessment-platform-for-churches-and-religious-organizations/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Personality Assessment Tools for Non-Profits](https://employtest.com/industries/personality-assessment-tools-for-non-profits/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Testing Tool for Real Estate](https://employtest.com/industries/pre-employment-testing-tool-for-real-estate/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Hiring Assessment Platform for Construction](https://employtest.com/industries/hiring-assessment-platform-for-construction/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Dental Staff Job Placement Test](https://employtest.com/industries/dental-staff-job-placement-test/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Hire Tests for Chiropractor Clinics](https://employtest.com/industries/pre-hire-tests-for-chiropractor-clinics/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Hiring Assessment Platform for Colleges](https://employtest.com/industries/hiring-assessment-platform-for-colleges/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Testing Companies for Medical Offices](https://employtest.com/industries/pre-employment-testing-companies-for-medical-offices/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Skills Testing Software for Utilities and Energy](https://employtest.com/industries/skills-testing-software-for-utilities-and-energy/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Recruiting Assessment Tools for Manufacturing](https://employtest.com/industries/recruiting-assessment-tools-for-manufacturing/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Applicant Testing for Financial Services](https://employtest.com/industries/applicant-testing-for-financial-services/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Job Placement Test for Administrative Assistant](https://employtest.com/industries/job-placement-test-for-administrative-assistant/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Pre-Employment Testing Software for Engineering Services](https://employtest.com/industries/pre-employment-testing-software-for-engineering-services/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Hiring Assessment Platform for Insurance](https://employtest.com/industries/hiring-assessment-platform-for-insurance/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Education](https://employtest.com/industries/education/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ### [Legal](https://employtest.com/industries/legal/) **Published:** October 20, 2023 **Author:** Ken Crowell --- ### [Financial](https://employtest.com/industries/financial/) **Published:** October 23, 2023 **Author:** Ken Crowell --- ### [Non-Profit](https://employtest.com/industries/non-profit/) **Published:** October 23, 2023 **Author:** Ken Crowell --- ### [Government](https://employtest.com/industries/government/) **Published:** November 10, 2023 **Author:** Ken Crowell --- ## Case Studies ### [Case Study: Foundation Partners](https://employtest.com/case-studies/case-study-foundation-partners/) **Published:** October 27, 2023 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Foundation Partners Group provides innovative funeral and cemetery experiences and focuses on building strong relationships with Partners and Team members who care for their communities. With more than 140 locations across the country (and expanding), they seek exceptional Partners and Team Members who are ready to embrace the future of the profession. **Challenge:** Foundation Partners fills more than 350 positions annually and found that new hires did not possess the required skills, which contributed to 30% annual turnover in their workforce. **Solution:** [Pre-employment testing](https://employtest.com/pre-employment-test-sample/) to assess skill level and assure qualified new hires. **Results:** - Streamlined the hiring process - Reduced turnover for the positions hired using assessments - Benchmarked for assessment effectiveness Foundation Partners Group manages more than 140 locations in 21 states in the US. Serving over 60,000 families annually, the Group also sponsors outreach events attended by more than 40,000 community members every year. With over 1,000 employees scattered across the country, recruitment and hiring effectively are key to the Group’s success. Jennifer Pitman, Talent Acquisition Manager, states the company hires about 350 new staffers per year and interviews at least twice that amount to fill vacancies. Pitman looked to EmployTest assessment tools to maximize the Group’s investment in the time and resources necessary to maintain staffing levels and ensure quality hires. **ANALYZING TURNOVER RATES** Pitman believes lack of candidate skills required for positions was a contributing factor to the Group’s high annual turnover rate. Foundation Partners isn’t alone in its challenge to identify qualified candidates. A recent study1 found 60% of job seekers claim proficiency in skills for which they only have basic knowledge. Another 42% admit they fabricated relevant experience on their resume. The challenge for hiring authorities is to ensure the talent they recruit has the skills necessary to fulfill the requirements of the position. Relying on resume and interview data often falls short. “It’s a whole lot easier to identify the depth of a candidate’s knowledge with your assessments,” Pitman tells EmployTest. “Easier than guessing and/or trying to ask questions about an applicant’s skill set.” With preemployment assessments, the hiring team is assured that the new employee will have the necessary skills, while also saving time and resources by not interviewing those who don’t have these basic skills. **REFERENCES THE PROCESS** Foundation Partners typical hiring cycle includes posting on job boards and industry-specific sites. Hiring for mid- to senior-level positions involved phone screening, then in-person interviews with individuals on the hiring committee at the hiring location. For entry-level and oncall positions, the location management is solely involved in the hiring process. Their previously-used personality assessment tests were the only pre-hire evaluations in the process, other than reference and background checks. Unfortunately, at that point in the cycle, few reference checks provide an accurate assessment of the candidate’s skill set. With EmployTest [pre-assessment hiring tools](https://employtest.com/tests/), Foundation Partners is able to streamline the process, assuring that only candidates with the necessary skill set are scheduled to interview with one or more of the Group’s existing staff members. The time saving alone, based on 350 plus annual hires, is significant. **BENCHMARKING TO FIND THE RIGHT FIT** Hiring candidates who can’t perform the necessary functions of the role is a costly mistake for business. In addition to resources necessary to restart the hiring process, what were once promising new hires must be separated from the company. Pitman advises it’s imperative to find the right fit for the available position, but not to “over-demand”. “It’s important to benchmark the assessment on your top performers and not to over-test a candidate,” she says. “For instance, we had our top performers complete the MS Word, Excel and Outlook assessment. We took the average score range and used that as our required score range for candidates.” Using these benchmarks, Foundation Partners is able to find the right fit for a position, rather than hiring under- or over-qualified candidates. **ADVICE FOR OTHER COMPANIES?** “Assessments are a great way to truly evaluate a candidate on skills that will be required in their position,” says Pitman. She added EmployTest’s [pay-per-test option](https://employtest.com/employtest-pricing/) provides the most cost-effective solution, rather than other services’ monthly subscription requirements. **ABOUT EMPLOYTEST** [EmployTest](https://employtest.com/) is dedicated to increasing productivity and reducing costly employee turnover through time-tested, customizable screening assessments. The company has worked with more than 13,000 customers, companies, and government partners across six continents. Our [customizable assessment platforms](https://employtest.com/custom-pre-employment-tests/) administer more than 60,000 tests to job applicants and help save millions of dollars of hiring mistakes annually. “It’s a whole lot easier to identify the depth of a candidate’s knowledge with your assessments. They are a great way to truly evaluate a candidate on skills that will be required in their position.” Jennifer Pitman Talent Acquisition Manager Foundation Partners Group “It’s important to benchmark the assessment on your top performers and not to over-test a candidate.” -Jennifer Pitman Talent Acquisition Manager Foundation Partners Group --- ### [Case Study: STRS Ohio](https://employtest.com/case-studies/case-study-strs-ohio/) **Published:** October 27, 2023 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ## **STRS OHIO** State Teachers Retirement System of Ohio, with more than 500 associates, is one of the nation’s premier retirement systems, serving nearly half a million inactive and retired Ohio public educators. STRS Ohio is one of the largest public pension funds in the country, partnering with their members to build retirement security. ### **Challenge:** Transition from “in-person” testing to remote testing for all levels of job candidates. ### **Solution:** [EmployTest](https://employtest.com/) team adapts proprietary and off-the-shelf inperson testing to digital format quickly and effortlessly. ### **Result:** - Remote testing meets hiring process requirements. - Eliminates HR time proctoring and scoring tests. - Improves candidate experience and reduced time to hire. - STRS predicts it will continue to use online digital testing in the future. As STRS adapted to a remote workforce model, the HR team was challenged to continue hiring without the ability to test job seekers in person. Even in organizations with low turnover like STRS, quality hires that are productive quickly are necessary for successful business operations. The shift from in-person testing to [online testing](https://employtest.com/tests/) was needed for the STRS hiring team to meet recruitment goals without sacrificing quality of hires. From basic language skill tests that assure custodial staff can read safety data on cleaning materials, to clerical proficiency tests for higher level positions, STRS leverages pre-hire testing to assure the best possible fit for every position. When the organization moved to remote work, Michael Mancuso, Talent Acquisition Director, worked with the EmployTest team to convert testing that normally took three hours to administer in-house into a digital online format that could be emailed to candidates. STRS’s workforce usually sees approximately 5% annual turnover. Their hiring process included a cumbersome physical testing protocol that involved scheduling, proctoring and hand-scoring tests for almost every category of new hire. At any given time, STRS typically has anywhere between 8 to 20 positions open. “And they really will range from that entire gamut there,” says Mancuso, “from people who clean the building on up through people who invest.” In addition to scheduling time, the HR team can spend three hours per candidate for initial testing. As late as 2019, the non-profit was using hard-copy booklets for office skills assessments. Mancuso said they had to be hand-scored, which was very labor intensive. After their in-person testing supplier discontinued its product line, Mancuso asked EmployTest if they knew of any company that could take their existing tests and turn them into a digital version. Their account manager, Amanda Buel, replied, “Yes, I can do that for you.” Mancuso worried he’d have to scour the globe trying to find something similar enough to work. Instead, they were even able to customize tests for grammar, attention to detail and filing, which took the place of the old tests that were no longer available. ## **CUSTOMIZABLE** Some tests were as simple as a text box with a section to respond. Others were more complex. STRS was able to customize existing tests, determine test length and complexity “so time-wise and design-wise, it fit what we wanted.” “We’ve been able to adapt our tests to what you guys have, use some of your own standard tests that you have in your system, and then also take what we had as proprietary, and have it essentially just rolled over into an electronic test.” EmployTest provided off-the-shelf call center testing and then transformed the organization’s proprietary tests into online digital versions. Additional proprietary tests, with their financial industry knowledge, were created on the [EmployTest assessment platform](https://employtest.com/tests/) too. ## **A TIME SAVER FOR EVERYONE** It’s better for candidates, as well, says Mancuso. Job seekers can take the test at home at their convenience, and not take time off work, which is a huge advantage. Digital testing also eliminates scheduling lag. In a competitive job market, candidate experience and reduced time to hire are critical. “I think it’s making it easier on the applicant, which is something that you should try to do whenever you can. You don’t want a process that’s going to be so cumbersome that somebody may lose interest in the process of being considered for a position.” When Member Benefits positions are open, managers often request HR test ten candidates at minimum, a total of 30 hours of testing. Moving to digital reduces time needed, allowing the HR team to focus on more talentcentric tasks. Digital testing represents a huge benefit for STRS and potential new hires. ## **ADVICE FOR OTHER COMPANIES?** Mancuso says, “EmployTest’s ability to take what we have and to utilize it in different ways, as far as how we use it as a customer, is really a great service. The flexibility of how your tests can be used as is, or can be massaged to say, hey, listen, I want the same test, but I want 10 less questions, because I need to get it done faster or whatever. Or I want to combine these two tests because I need it to look more like this…” He tells EmployTest, “My boss has been very pleased with it. The managers have been pleased. It’s been a great time saver and the results have been critical for making hiring decisions.” ## **ABOUT EMPLOYTEST** EmployTest is dedicated to increasing productivity and reducing costly employee turnover through time-tested, [customizable screening assessments](https://employtest.com/custom-pre-employment-tests/). The company has worked with more than 7,000 corporate and government partners across six continents. Our customizable assessment platforms administer more than 60,000 tests to job applicants and help save millions of dollars of hiring mistakes annually. “EmployTest’s team spent the time creating online versions of our proprietary paper tests, which allowed us to make the leap from the 1990s to being able to handle things during the transition to remote hiring. My boss and the managers have been very pleased with it.” -Michael Mancuso Talent Acquisition Director --- ### [Case Study: Greystone Programs](https://employtest.com/case-studies/case-study-greystone-programs/) **Published:** October 27, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes [Greystone Programs](https://greystoneprograms.org) is a private nonprofit that supports children, adults and families living with autism or other developmental disabilities. With residential and community-based services, it works with more than 600 residents of three counties in the Mid-Hudson Valley in New York State, including operating 16 homes for adolescents and adults. Its outreach work includes day education and socialization programs, vocational training and in-home education and counseling for families. **Challenge:** Reduce staff turnover for entry-level positions that make up the bulk of the hiring. **Solution**: [Customized tests](https://employtest.com/custom-pre-employment-tests/) that help identify sought-after behavioral traits and prompt the organization’s interviewers on follow-up areas during in-person interviews. **Result:** Implemented a testing solution that focuses on competencies unique to business needs, improved candidate field moving on to in-person interviews, and increased confidence in hiring choices. Every time an employee leaves a job, the organization suffers financially. It is especially difficult for nonprofits because their financial base typically is thinner than most companies. As a nonprofit in the healthcare field, the challenge of finding and keeping good employees increases, especially in entry-level positions. Michele Lawrenson, Assistant Executive Director of Administration, feels the pain every day. She oversees the HR function for Greystone Programs, a nonprofit that operates residential homes and outreach programs for about 600 autistic teens and adults and their families in upstate New York. **THE CHALLENGE OF FILLING ENTRY LEVEL JOBS** Although it pays a competitive wage, Greystone’s highest turnover was at the entry level position of Direct Support Professional, the people who interact daily with clients with developmental disabilities and their families. It can be emotionally taxing work and is one of the reasons people leave. Nationally, it is a job with 52 percent turnover annually, according to a University of Minnesota study. And it costs about 16 percent of that position’s salary to replace someone who leaves, the Society for Human Resource Management says. That puts pressure on recruiters and hiring managers to make the right choices for the staff of about 400. Greystone hires 150 to 200 people annually, and Michele says EmployTest’s highly customizable online pre-employment tests increase Greystone’s success probabilities. The agency solicits applications through internet job postings. It does phone interviews with selected prospects and then forwards candidates to hiring managers. Those chosen to advance take the [EmployTest assessmen](https://employtest.com/pre-employment-test-sample/)t and then are interviewed in person. **TESTS HELP INTERVIEWERS FRAME QUESTIONS** Partnering with Greystone, the EmployTest team talked with Greystone staff and walked through their interview process, step by step. EmployTest helped identify key traits and skills that would enable new hires to contribute immediately. The EmployTest team used its [test topic library](https://employtest.com/tests/), along with the Greystone job description, to configure a test that could be taken anywhere (applicants’ home or office), typically in about 20 minutes. With instantly available test results, Greystone staff quickly moved top scores to the next step in the hiring process. “We really wanted a more scientific approach to learning about a candidate’s personal characteristics as it relates to job fit with us,” Lawrenson says. “Success in our jobs is more about coming in with the right personal traits, such as kindness, compassion, patience and reliability. We can teach skills, but you can’t teach kindness.” Michele likes how EmployTest generates follow-up questions for the interviewer based on an applicant’s written responses, especially in areas where they might have fallen short. Both the test itself and these follow up interview questions are designed by a Phd-led research team. To explore kindness, the EmployTest solution might suggest a question such as: “Explain a time when it was difficult for you to help someone in need. Do you often find it difficult? Please explain.” The prompts are especially helpful for staff members new to conducting interviews. **CUSTOMIZABLE AND SCALABLE** While Greystone, in the big picture, would be considered a health-care organization, its niche in developmental disabilities required focused questions. Michele says that was one of the chief obstacles with the organization’s former testing process. “Nothing they offered fit our industry, and the language used in the tests was geared more towards healthcare or other unrelated fields,” says Michele. “EmployTest helped us customize a test for our type of job.” There are no expensive annual contracts with EmployTest. Companies can buy what they need and scale without having to commit to elements they won’t use. **MICHELE’S TIPS FOR GETTING IT RIGHT** Having been through two testing solutions now, Michele wants to share her insights: - Design a test that measures the most critical things you seek for job success; - Don’t make the tests too lengthy and annoy the candidate early in your screening process; and - Accept that ‘perfect’ candidates – those who have everything you could possibly desire — are few and far between. > “The EmployTest solution gives us more confidence in our hiring decisions. I’m certain we have saved ourselves some bad hires.” > > ***Michele Lawrenson, Assistant Executive Director of Administration*** **ABOUT EMPLOYTEST** [EmployTest](https://employtest.com/) is dedicated to increasing productivity and reducing costly employee turnover through time-tested, customizable screening assessments. The company has worked with more than 7,000 corporate and government partners across six continents. Our customizable assessment platforms administer more than 60,000 tests to job applicants annually. --- ### [Case Study: One Hour Heating & Air Conditioning](https://employtest.com/case-studies/case-study-one-hour-heating-air-conditioning/) **Published:** October 26, 2023 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ## How EmployTest Helped an HVAC Company Streamline Remote Testing One of North America’s largest employers of HVAC home services for 50 years, One Hour Heating and Air Conditioning uses EmployTest’s [pre-employment testing](https://employtest.com/pre-employment-test-sample/) solution for their talent acquisition goals. The HVAC specialization company offers an innovative “Earn While You Learn” approach. One Hour believes in investing in its people by providing learning opportunities that lead to apromising career path. Their motto is, “At One Hour Heating & Air Conditioning®, you are a name, not just a number. **Challenge** Remotely test, evaluate, and process 1500 applicants per year. **Solution** Transition from in-house questionnaire to highly efficient solution of testing applicants remotely. **Result** - Ability to coordinate remote testing from anywhere. - Easy to use customized tests efficiently identify top candidates. - Test scores identify skill gaps and appropriate learning paths for employees. - Comparison of applicant rankings helps identify appropriate placement. - Efficient decision making improves time-to-hire. One Hour has a workforce of 110 employees and offers highly competitive full-time opportunities for HVAC beginners and skilled workers. To attract the best candidates, they provide comprehensive training and learning opportunities. Professional development begins in the first week of employment with hands-on training in addition to learning in the company’s state-of-the-art training lab. The talent acquisition team sources and processes 1500 applicants each year for these sought-after positions. To meet their hiring and training objectives, the hiring process has to be focused on efficiently identifying candidates that have the required qualifications and aptitudes. It was a continuing challenge to manage the process remotely while avoiding hiring mistakes. One Hour had been using their own questionnaire to get the results that would help them make their hiring decisions. But according to Jill Faulkenberry of the Talent Acquisition Team, their in-house testing process was labor-intensive and ineffective. That caused hiring delays and increased the possibility of errors. With a remote work staff and applicants, their teams needed an easy-to-use solution for all locations that provided immediate, reliable results. They turned to EmployTest to meet their needs for tests that could be used at different stages of the hiring and training processes. EmployTest’s [customized solution](https://employtest.com/custom-pre-employment-tests/) can be designed to meet all of their testing needs. > “The personality tests really amaze me. They are pretty spot on!” > > -Jill Faulkenberry, Talent Acquisition Director **Customizable** Remotely testing applicants gives the team significantly more control of the testing, hiring, and training processes. With the option to choose when and how to use testing, the company is able to optimize their hiring results. The talent acquisition team found that testing applicants remotely allowed them to move applicants through the process more efficiently while saving time and reducing hiring costs. Using the tests as benchmarks confirms their initial candidate choices or identifies better options. The team also uses test scores to compare and rank candidates for appropriate placement. With their commitment to on-going learning, One Hour values the opportunity to identify any gaps in skills and create individualized learning plans. **For Hiring Decisions** EmployTest’s easy to use process streamlines testing and produces valid, reliable results so One Hour can make informed hiring decisions. The team is now able to choose the best tests for their industry and to schedule testing when it’s most convenient for them. Using assessments like Excel for more advanced clerical and administrative positions gives the team a better look at actual skills. Near the end of the reviewing process, they test candidates that the team is interested in to confirm their initial assessment. The company can also decide how to use test scores. Candidates for service positions take technical aptitude tests. Topics include Measurement, Mechanical Movement, Physical Properties, Tools, and Following Instructions. Candidates that score at least 40% move to the next round of consideration. The team combines test scores with all other interview results to get a complete and accurate picture of a candidate’s qualifications. **For Training Purposes** One Hour also found that testing helped them achieve their training goals. Testing is incorporated into the training process to evaluate how well employees retain knowledge and skills. Test scores are shared with employees so they can benchmark their performance against their co-workers. Management uses the scores as building blocks to determine the additional types of learning employees may need. **Making The Process More Efficient** With remote applicants and employees throughout the U.S., efficiency is critical to test hundreds of applicants every year. The transition from an in-house questionnaire to a comprehensive testing solution was a game-changer for One Hour. The easy to use program is efficient and ensures the best candidates are identified, hired, and working within the shortest time frame possible. Now great candidates aren’t lost to competitors due to their frustration over a slow hiring process. One Hour can now easily process hundreds of applicants each year. **What One Hour Air Valued Most** After the transition to an easy to use solution, One Hour achieved significant improvements in the accuracy and results of their testing and training processes. The talent acquisition team especially loved the ability to email links to candidates ahead of interviews. They found that “the dashboard is great for a quick look comparison of candidates and where they rank against each other.” They rated the suggested questions as “invaluable!” Faulkenberry says that the team found value in using the assessments to help them make decisions on candidates. The scores helped them clarify and confirm their initial candidate choices. **ABOUT EMPLOYTEST** [EmployTest](https://employtest.com/) is dedicated to increasing productivity and reducing costly employee turnover through time-tested, customizable screening assessments. The company has worked with more than 7,000 corporate and government partners across six continents. Our customizable assessment platforms administer more than 60,000 tests to job applicants and help save millions of dollars of hiring mistakes annually. --- ### [Case Study: Drees Homes](https://employtest.com/case-studies/case-study-drees-homes/) **Published:** October 26, 2023 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Since 1928, Drees Homes has been committed to building exceptional homes, with more than 65,000 new homes crafted in 10 metropolitan areas and 90 years of award-winning experience in custom home building to make the experience easy for every customer. While other companies talk about standing behind their work or standing by their customers, at Drees Homes, that promise is deeply ingrained into their process. **Challenge:** With 12 to 15% annual turnover, 100 plus openings per year in various locations throughout the country, filling openings quickly is a priority. Filling them with high quality customer care professionals is mission-critical. **Solution:** Single source [pre-employment testing](https://employtest.com/) to assess tangible skill levels and customer service orientation. **Result:** - Saves time for HR professionals and applicants. - Combines multiple tests for skills and abilities into a single assessment tool. - Improves candidate experience and decreases time-to-hire. Drees Homes services has custom-built over 65,000 homes in ten metropolitan areas across the US in its nearly 100 year history. With almost 750 employees across the nation, they hire for a wide assortment of positions. But all of their roles share a common value. Each relies on high quality customer care. For the last two years, Dress hired over 125 employees per year, while phone screening and interviewing at least three times that amount, for each hire brought aboard. With a mixed variety of[ pre-employment procedures and testing](https://employtest.com/tests/), they needed to streamline the process, uncover strong predictors of performance and adopt assessments that would assure a quality culture fit for their customer-centric organization. A LENGTHY PROCESS Drees employs 740 full-time staffers across its locations, with 12-15% annual turnover within their workforce. Their hiring process was and continues to be lengthy, to make sure that both Drees and the new hire are a good fit for one another. Following a two-week job posting, the talent team pre-screens applications for hiring managers, who choose three to five candidates for HR to phone interview. Notes and recommendations go back to hiring managers, who then interview the top candidates. Testing occurs after the initial interview, but before an offer is made. The entire process from requisition to candidate acceptance averaged 45 to 60 days, depending on the role. It was a lot to manage for the HR team and they wanted to decrease the time to hire. **STREAMLINING ASSESSMENT** With that strong commitment to customer care, Drees first came to [EmployTest](https://employtest.com/) for customer service skills testing for job applicants. They used these tests for several years, with great results and now all potential hires are required to take the [customer service test](https://employtest.com/customer-service-aptitude-test/). But Drees wanted to bring more efficiency into the selection process and streamline other areas. They didn’t want to streamline just for the sake of streamlining, but instead find places where steps could be shortened (or eliminated entirely), which would allow for a quicker hiring decision. Great talent isn’t available “forever” and the sooner those great candidates could be identified, the quicker an offer can be made. One area to introduce that efficiency was their process of paper-based testing. In the past, Drees’s pre-employment assessment process included a pen and paper assessment of math, vocabulary and matching skills. It wasn’t great for the candidate, as they had to physically be in a Drees facility, which can have limitations due to distance or other restrictions. But it wasn’t just those two tests. Two additional written tests of general construction knowledge were also administered. It wasn’t a great process, from an efficiency standpoint. If that wasn’t enough, the HR team then had to manually score each test, which can be delayed because of vacations or other more critical tasks. Plus, how can you convince a wary applicant that Drees is using “cutting edge” technology, when the applicants are taking paper and pencil tests? After explaining these issues, the EmployTest team went to work. Led by Account Manager Angela Cook, EmployTest took this test content, converted it to an online question format and was able to streamline these two into a single online test, which made applicants much happier (they didn’t have to show up at Drees, with a pencil in hand, for the test). The same happiness could be found in the HR team, which suddenly had more available time that didn’t need to be spent manually scoring tests. A win for both sides! **DIGITAL TECHNOLOGY TESTS** There still were opportunities for improvement for the Drees hiring process. Technology is important at Drees and Microsoft Office skills was needed for some roles. EmployTest-er, Angela, provided Drees with topic lists of questions for Excel, Word and Power Point, so that they could choose job relevant questions for an interactive Microsoft Office test, that is specific to their company’s needs. Drees took it a step further and opted to create four separate Microsoft tests with different combinations of questions and skill requirements depending on the position. Consolidating all their testing into a single-source, online assessment has given Drees the ability to quantify hard and soft skills quickly and seamlessly to find the right fit for every role. **ONE STOP SHOP** EmployTest created a one stop shop of assessments to help Drees simplify their administrative process. In addition to moving away from paper-based assessments that required in-person candidate testing and manual HR administration and scoring, they were able to fully automate the process, reducing HR resources spent. EmployTest’s online system immediately provides Drees with final scores for each applicant (24/7/365), which frees HR time for higher-value tasks. Applicants who pass the interview process are able to access testing online, at their convenience, which boosts candidate experience. It’s a win-win for Drees and applicants. **ADVICE FOR OTHER COMPANIES?** Rader explains the company moved to EmployTest because a lot of their testing process was paper based, manual and in-person. With “in-person” restrictions, they needed to move to an electronic, virtual process. The result is saving administrative time with remote assessments, as well as not waiting for applicant availability to come back in for testing – slowing time-tohire and increasing the possibility of candidate drop-off. Testing can even help boost inclusion efforts. Rader advises, “Make sure the tests you are using are pertinent to the job requirements and that you aren’t just testing to be testing; be consistent with administering the same tests to all candidates in the same part of the process – to be fair and equitable.” **ABOUT EMPLOYTEST** EmployTest is dedicated to increasing productivity and reducing costly employee turnover through time-tested, customizable screening assessments. The company has worked with more than 7,000 corporate and government partners across six continents. Our customizable assessment platforms administer more than 60,000 tests to job applicants and help save millions of dollars of hiring mistakes annually. Customer Service has been exceptional – super responsive and helpful; willing to [customize any tests](https://employtest.com/custom-pre-employment-tests/) we need to automate which is unique and greatly valued. We’ve saved admin and processing time by testing remotely (online) and not having to schedule someone to physically come in. Pamela Rader Vice President of Human Resources --- ## Blog Posts ### [Bridging the Digital Gap: The Importance of Excel Assessment Test During Hiring](https://employtest.com/hrblog/bridging-the-digital-gap-the-importance-of-excel-assessment-test-during-hiring/) **Published:** July 16, 2021 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell A 2017 study conducted by Capital One and Burning Glass Technologies showed that digital skills, among them Excel proficiency, are necessary to 82% of middle-skill positions, such as administrative assistants and cost estimators, project managers, business analysts, and data journalists, and so on. However, a significant number of those entering the workforce today lack the necessary knowledge to appropriately use even the most basic functions of the software. While administering a [Microsoft Excel assessment test](https://employtest.com/excel-tests-job-applicants/) during the hiring process may seem extreme, it’s still very much necessary for those looking for new – but skilled – talent for their company. In this article, we’ll discuss: - [The Lack of Computer Competency in Digital Natives](#digital-natives) - [Educational Gaps Leading to Talent Shortages](#educational-gaps1) - [The Value of Administering Microsoft Excel Tests](#value) - [Pitfalls of Avoiding Excel Skills Assessment](#pitfalls) ## Digital Natives and Computer Competency The rise of mobile apps with increasingly simplified user interfaces, operable with just a touch, has created a totally different definition of the term “basic digital skills”. The digital environment today, as opposed to several decades ago, has transformed considerably in order to accommodate the lowest common denominator of a user. The average user interface, when it comes to either websites or mobile apps, is designed with the intention of easy access and clear overview. This has enabled millions of people to access the internet and all that it has to offer with ease – but, this simplification of user interaction has also worked to subtly transform the idea of computer literacy. It has been suggested that this accessibility and pervasiveness of apps in everyday life, has lulled younger digital natives – also known as the App Generation – into a false sense of security when it comes to their computer skills. For example, in a [2014 study](https://iranicdl.ir/ICDL/bestpractice_file/BP-2014-EN.pdf) conducted by the Austrian Computer Society, 94% of the participants rated themselves as either having “very good”, “good”, or “mediocre” computer skills – but a full 61% actually scored exceedingly poorly in skills tests. A large number of today’s job applicants do not actually possess clear insight into the real extent of their digital literacy skills. A paper published by the ECDL foundation, [The Fallacy of the ‘Digital Native’: Why Young People Need to Develop their Digital Skills](https://ecdl.ro/uploads/stiri/resources/files/TheFallacyoftheDigitalNativePositionPaper1.pdf), concludes that the reason for this high gap between perception and reality of one’s digital skillset comes from not recognizing the difference between “lifestyle” and “workplace” skills. This means that, while younger generations can comfortably navigate their laptops, tablets and smartphones for purposes of entertainment and education in everyday, personal settings, more professional and formal expertise, such as operating with the full extent of features Microsoft Word or Excel offer, remains largely un-mastered. This is because these skills still need to be taught in a formal, structured manner. ## Educational Gaps and Market Shortage According to ICAEW’s [Spreadsheet Competency Framework](https://www.icaew.com/technical/technology/excel/spreadsheet-competency-framework), the **basic Excel skillset** involves **data entry only**. Any task more advanced than this, such as the use of Excel formulas or custom spreadsheet template design, is considered a category of higher competency – and the question of whether or not any of job candidates have even a simple experience with these aspects of the software remains unknown. The lack of a universal definition of what constitutes basic digital competence, as well as the lack of widespread knowledge of how important this expertise is, has also contributed to a large drop in attendance of high school IT classes, where critical skills such as basic use of Excel are taught. Extending into higher education, the problem persists., Instead of colleges offering basic digital competency subjects, they often focus on specialized areas such as web design, software development and technical engineering. In fact, a [recent BBC article](https://www.bbc.com/news/business-56479304) warns of a forthcoming digital skills shortage in the near future for this very reason, among others. Many young people are leaving higher education without developing a sense of digital literacy, or any skills that could be transferable to the modern job market. Furthermore, for those who are instead seeking to learn digital skills outside of formal education institutions, there is still the question of the quality of the instruction they are receiving. The growing market of online training courses, while on one hand very helpful to people who want to improve and diversify their resume, brings its own set of potential educational gaps. With the number of unaccredited websites and persons offering starter and advanced Excel courses currently online, it has become very difficult to accurately predict the quality of certifications or credentials obtained. The same BBC article also cites recent results of a study that claims 70% of people expect employers to invest in teaching them digital skills on the job, but only half of the employers surveyed have the capacity to supply that training. This is why considering using an [Excel assessment test](https://employtest.com/tests/) for interview candidates can significantly help to avoid those applicants who have neglected their digital skills. ## The Value of Administering Microsoft Excel Tests [Excel testing is not always initially considered](/hrblog/excel-assessment-overlooked-part-of-recruiting), but there are several benefits to conducting Microsoft Excel tests with interview candidates who completing the hiring process. Considering the over-saturation of the job market at the moment, [which the Covid-19 pandemic greatly contributed to](https://www.forbes.com/sites/ashleystahl/2021/06/08/the-outlook-on-the-job-market-for-college-grads-in-2021/?sh=3c895fed47ef), it is safe to assume many of the applicants will, in order to stand out, exaggerate their digital skills on their resume. Resumes are intended to showcase the candidate in the best light possible, of course – which doesn’t mean you shouldn’t check to verify their validity. Considering the above-mentioned, broad understanding of the term “digital competency”, or generous definitions applied to knowledge of Excel, it’s important to assess the specifics of your possible employee’s proficiency. Maybe they do have previous experience with the software, but not to the level of expertise you need for the position in question. The Microsoft Excel assessment test allows you to see the candidate’s overall skill set, their strengths and weaknesses, and make an informed decision that will benefit you both. If the applicant does not possess all the Excel skills required, but shows other qualities and useful knowledge during the test, this information allows you to judge whether or not they could still be a good fit for the company in other positions. If you offer digital competency training for new hires, assessing their exact level of Excel proficiency saves both time and effort for your training team. Finally, the largest benefit of having Excel skills assessment as a [standard part](/hrblog/excel-tests-for-candidates-standard-procedure) of your hiring process is the immense cost savings – discussed in more detail below. ## Pitfalls of Avoiding Excel Skills Assessment Choosing not to test prospective job candidates for Excel proficiency has the risky potential of generating a large number of hiring mistakes for your firm. No matter how detailed your interview with the candidates may be without a concrete Microsoft Excel test for your final candidates, you won’t have knowledge about their actual digital competency levels, which can range from very impressive, to – nonexistent. Of course, this lack of knowledge could potentially create a number of challenges for your business. In his [research](https://topgrading.com/wp-content/uploads/2015/10/HighCostofMisHires.pdf) of potential mis-hire costs, Dr. Bradford Smart, founder, and CEO of Topgrading, calculated that they can amount to up to 5 to 27 times their annual salary. This information does not come as much of a surprise. Keep in mind the amount of resources an average company extends into the hiring process. Organizations usually spend weeks, or months even, researching candidates and setting up and conducting job interviews. Some employers even cover the travel costs for the most promising applicants. This only highlights the importance of Microsoft Excel skill assessment as an integral part of your recruitment process – one that might determine whether or not the applicant is worth the investment. Without this step in your hiring process, you are looking at a budget-busting level of unexpected overhead if the candidate’s skill level ultimately proves insufficient. The overall cost of a mis-hire doesn’t stop at the level of the hiring process, of course. Welcoming a bad hire results in a vast amount of additional lost investment, with costs extending to compensation, severance in the event of dismissal, coworker morale, customer trust, and, importantly – opportunity cost. Opportunity costs include loss of all potential growth and revenue that another, more skilled hire would have brought to the company. This is precisely why Jeff Bezos is famously quoted in saying: “I’d rather interview 50 people and not hire anyone than hire the wrong person.” Naturally, there are always ways to handle an apparent hiring mistake. You can always consider devoting time and resources to these new employees. Nurturing skills of new hires by organizing extra training sessions can bring you a future return on the initial investment. Still, of course, this means you’d be looking at even more additional costs. ## Excel Assessment Test Doesn’t Have to be an Extensive or Exhaustive Process Of course, not every single job candidate has to possess a varied and rich set of Excel skills, if that’s not something your company or the position you’re looking to fill requires. [Administering Excel tests for employment](https://employtest.com/tests/) does not, and should not have to be a rigid procedure – you should always look into different options when it comes to the test’s structure and [difficulty level](/hrblog/using-excel-proficiency-test-hiring-0). If you have hesitations regarding how much of your time and [financial resources](/employtest-pricing) will be sunk into this additional step of the hiring process, there are a multitude of online resources you can check out. They can help you assess different forms of standardized tests, evaluate their strengths and weaknesses, and decide on the level of complexity you want your own test to be. Our [EmployTest team](https://employtest.com/) can help with your [Excel test questions](/how-employ-test-works) too. There is another hidden advantage to custom designing your own Microsoft Excel test. Adjusting your test requirements based on the position you are currently interviewing candidates for, cuts down on time for result processing and enables you to limit your candidate selection pool significantly. Some of the more common Excel skills to test for are: - Inputting and formatting data - Using tabs and formulas - Creating pivot tables - Creating graphs and charts - Creating IF formulas If you narrow down which exact Excel skills you are checking for, the end results will provide you with a small but valuable pool of experienced candidates. After examining and ranking the test results of these applicants, in addition to other criteria of your hiring process, you will soon be able to determine who you can hire immediately with a high level of confidence. ## In Conclusion Even though some may consider a Microsoft Excel assessment test to be a thing of the past, they are more valuable than ever in today’s job market. Many younger candidates will either be unable to realistically assess their own competency levels, or will be exaggerating resumes to stand out. There is nothing invasive about asking questions (or testing) for your applicant’s digital literacy, and the outcome of these tests can be used to make sure the job is a fit for both the applicant and employer. Consider integrating this step into your hiring process, to make sure your applicants can be productive on their first day. ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** excel test, pre-employment testing --- ### [Effects of Pre-Employment Attention to Detail Assessments in the Public Sector](https://employtest.com/hrblog/effects-of-pre-employment-attention-to-detail-assessments-in-the-public-sector/) **Published:** October 14, 2021 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell In recent years, government agencies ([Department of Justice](https://oig.justice.gov/reports/2012/s1207.pdf), [ABA](https://www.americanbar.org/groups/business_law/publications/blt/2016/06/05_cassidy/), [Office of Special Council](https://osc.gov/Services/Pages/PPP.aspx#tabGroup17)) have investigated corrupt activity in the public sector that was either caused by, or in some way related to, poor employment screening practices. A wide variety of tactics and resources were recommended to help combat job application fraud for organizations, such as: designing a risk-based employment screening framework, assigning roles and duties for employment screening, enhancing the quality of employment screening checks, and screening non-permanent workers. Unfortunately, resume falsification is both costly and widespread. Between[ 20% and 30% of job applications](https://www.creditdonkey.com/resume-falsification-statistics.html), on average, contain some type of misleading information, ranging from small omissions to outright lies. Undetected employment application fraud might jeopardize merit-based hiring, resulting in a new hire who lacks the necessary integrity or experience for the job. This can have a number of negative consequences for an organization, including increased health and safety concerns, poorer public service delivery, and a loss of public trust and confidence. Furthermore, after being given access to an agency’s assets, employees who commit resume falsification may be emboldened to commit further crimes of corruption. One way to address this issue is through pre-employment testing. For example, **[attention to detail assessments](https://employtest.com/attention-to-detail-test/ "Attention to Detail Test for Applicants")** can help government agencies evaluate applicants’ ability to identify errors, spot inconsistencies, and review information accurately before making hiring decisions. In this article, we cover: - [Pre-Employment Testing in the Public & Private Sector](#sector) - [The Importance of Attention to Detail](#importance) - [Attention to Detail in the Workplace](#workplace) - [The Impact of Remote Work on the Workforce](#remote-work) - [Attention to Detail and the Hybrid Model](#hybrid-model) ## Pre-Employment Testing in the Public & Private Sector [Pre-employment tests](https://employtest.com/) serve the commercial sector, large organizations, and their HR departments in many ways, and the same holds true for the public sector. Although clerical work is common in government institutions, there are other skills that are desirable, beyond those basic skills. To streamline the hiring process, minimize unconscious bias and bad hires, and keep a lid on recruitment costs, hiring processes should be [standardized](https://bettsrecruiting.com/blog/how-to-standardize-your-hiring-process/) across all job positions. There are a [variety of pre-employment tests available](https://employtest.com/tests/) for public sector employers to choose from. Multiple tests may be required depending on the agency’s demands and job criteria, the type of candidate, and the open job role an agency is trying to fill. Personality tests, aptitude tests, integrity tests, [skills tests](https://employtest.com/basic-employment-skills-test/), emotional intelligence tests, industry knowledge tests, cognitive ability tests, physical ability tests, and [others are some of the tests offered](https://employtest.com/tests/). Some of these tests are pre-made and ready to be used on-demand, however, they can be customized to better meet the needs of a particular employer. This ensures that potential hires are properly tested before ever being employed. Colin Madigan, talent acquisition manager at [G2](https://www.g2.com/), was asked about the advantages of pre-employment testing. [According to Madigan](https://www.g2.com/articles/pre-employment-testing), assessments are one of the most powerful predictors of future performance, and they establish an objective element of the process. He also highlights that [pre-employment testing](https://employtest.com/pre-employment-test-sample/) is “incredibly useful for high applicant or true entry-level roles where an additional filter is necessary.” When it comes to US-based companies, the statistics back up those claims. Pre-employment tests are being used in the hiring process in the US quite frequently: 1. 80% of Fortune 500 companies [use](https://www.assessment-training.com/blogs/how-job-candidates-can-prepare-for-pre-employment-assessments) pre-employment tests. 2. 87% of employers[ believe](https://www.health-street.net/blog-background-screening/resume-fraud-more-common-than-you-think/) that job applicants make false claims on their resumes. 3. 91% of hiring managers are [certain](https://swissentrepreneursmagazine.com/index.php/2020/02/11/cognitive-ability-tests-predict-job-performance-with-twice-as-much-accuracy-if-combined-with-personality-assessment/) that cognitive ability pre-employment tests forecast job success. Pre-employment tests have a number of benefits, including saving money by eliminating recruiting errors and enhancing the productivity and efficiency of government employees. They’re also efficient because they don’t add time to the hiring process – a single test may take an applicant no more than 10 minutes to complete. ## Why is Attention to Detail Important? For most administrative and clerical jobs, being familiar with technology, such as the Microsoft Office Suite, is not enough. There is another [crucial skill](https://jobflare.com/blog/attention-to-detail-hiring/) that should not be left out. Strong attention to detail is a professional skill that boosts efficiency and production while reducing errors. Detail orientation is essential for producing high-quality work, which is why it is a highly sought-after skill in the employment market, regardless of the sector. Businesses and agencies know how important it is for their employees to be attentive to details, as their business, reputation, and daily operations depend on it. Attention to detail is just not general attentiveness when it comes to spelling and grammar. It simply refers to getting the small things right, especially when it’s taxpayers’ dollars on the line. Attention to detail examples also include avoiding errors in names, titles and other basic information included in a proposal. It refers to being careful with calculations so there are no inaccurate prices in the balance sheets. Some employees may overlook these mistakes, but the truth is that such errors will make any work appear mediocre. If a co-worker notices repeated errors such as these, they may have less confidence in other work submitted. Some mistakes caused by the lack of attention to detail have proven to be quite costly. The State of New Jersey filed for a grant known as the Race to the Top in 2010. Chris Christie, the state’s then-governor, made sure that a midlevel official had completed the application paperwork. However, incorrect data was collected and exchanged, resulting in the state submitting its 2010 school budgets rather than the required 2008 and 2009 budgets. The state was denied the grant, and the error cost the state $469 million. This is just one of [many instances](https://www.editorchoice.com/mistakes-millions/?view-all) where poor attention to detail led to disastrous consequences. All private and public sector employers should consider implementing [pre-employment tests](https://employtest.com/) to ensure that their employees never run the risk of making such mistakes. ## Attention to Detail in the Workplace For tasks where the impacts of a mistake are very severe or difficult to correct, attention to detail is a critical need. Having this ability is what can separate a regular employee from a stellar employee. Employers actively seek candidates who are able to identify minute details so as to produce detailed and accurate work. It could mean successfully noticing a single erroneous spelling in an ocean of words. Public sector employees deal with a large amount of data in the form of spreadsheets, data entry, emails, scheduling, and filing official forms and documents. Without attention to detail, mistakes would easily be overlooked. This emphasizes the need for screening and testing for the appropriate skill set [for any job role](https://study.com/articles/jobs_requiring_attention_to_detail.html) that requires employees to remain attentive at all times. Employees with exceptional attention to detail skills might take on more responsibilities such as project management, team leadership, and mentoring new employees. Certain jobs in the public sector are responsible for drafting legally enforceable contracts, with inaccuracies posing a major risk to all parties involved. In the public sector, testing for attention to detail abilities is critical, because those employees are the ones who must perform government mandates. ## How Remote Work Culture is Changing the Workforce Despite the fact that working from home used to be a luxury offered by just a select few employers, it has become a common occurence for many organizations. By 2025, approximately 70% of the working population [will be working remotely](https://www.linkedin.com/pulse/70-workforce-working-remotely-least-five-days-month-purplefly-design#:~:text=By%202025%2C%20an%20estimated%2070,employees%20to%20work%20from%20home.) at least five days a month, according to some estimates. While 2020 may be seen as the year of remote work, some analysts believe it is only the beginning, since the trend has continued in 2021. According to a poll conducted by Enterprise Technology Research, the percentage of workers who work from home on a permanent basis has quadrupled in 2021. In an [article](https://www.reuters.com/article/uk-health-coronavirus-technology-idUKKBN2772P8) by Forbes, Erik Bradley – ETR’s principal engagement strategist confirms that “the productivity statistic proves that remote work works.” [A recent survey for CFOs by Gartner](https://www.gartner.com/en/newsroom/press-releases/2020-11-12-gartner-cfo-survey-reveals-a-dramatic-digital-acceleration-since-covid19) reports that more than two-thirds of CFOs plan to permanently transfer staff to remote work. Large technology corporations are leading the way. Employees at San Francisco-based Twitter were notified in May that they may work from home forever. Square, a technology company managed by the founder of Twitter, has implemented a similar policy that allowed staff to work from their homes indefinitely, even after offices reopen. However, even though remote work might have some [benefits](https://whatis.techtarget.com/feature/15-advantages-and-disadvantages-of-remote-work), it also comes with a few[ drawbacks.](https://whatis.techtarget.com/feature/15-advantages-and-disadvantages-of-remote-work) Employees will increasingly operate without direct supervision as they work remotely, emphasizing the significance of attention to detail as a critical skill. Consequently, there will be a bigger risk for making mistakes, which speaks volumes about the necessity of pre-employment tests in the hiring process. ## Will the Hybrid Model Work Better for the Public Sector? In the private sector, a hybrid approach is appealing not only to job seekers but may also help companies increase efficiency and lower expenses. According to a 2020 Statista [study](https://www.statista.com/statistics/1111408/benefits-of-working-remote-to-the-employer/), more than half of businesses cited higher productivity as the primary benefit of remote employment. Furthermore, .[according](https://www.linkedin.com/pulse/why-remote-work-now-new-normal-businesses-2021-ali-nader?trk=public_profile_article_view) to Global Workplace Analytics, organizations that allow employees to work from home half of the time save an average of $11,000 per employee, thanks to enhanced productivity, fewer real estate expenses, lower absence rate, and attrition. The situation is not too different in the public sector either. The Government Property Agency (GPA) recently [polled](https://www.gallup.com/workplace/283985/working-remotely-effective-gallup-research-says-yes.aspx) 25,000 federal officials and discovered that hybrid working is a major preference for post-pandemic working patterns. It was discovered that the civil servants polled did not believe their productivity had diminished as a result of working remotely. A significant behavioral shift is taking place, with a growing need for more modern, flexible, and digitally native workforces. The wheels are already in motion for hybrid-working in the public sector, as the poll results show. The ability of the public sector employees to [adjust](https://www.techwire.net/sponsored/a_hybrid_workplace_the_new_normal_at_government_agencies.html) to the new (hybrid) style of employment will come with increased implementation of software solutions specifically made for the public sector. Digitalization, automation and interconnectedness of government agencies will pave the way and make the hybrid model a reality. Such software solutions might be able to aid employees’ attention to detail abilities by utilizing advanced spell checks, numbers and data checks, and more. However, employers need to be aware that too much exposure to too much technology hinders the attention of employees, as reported in a BBC [article.](https://www.bbc.com/news/business-32628753) ## Conclusion For businesses and government bodies, resume falsification has become a major concern. Not only is it expensive, but it’s also quite common. On average, [around one-fifth of all applications ](https://www.creditdonkey.com/resume-falsification-statistics.html)will contain some form of false information, making it difficult for hiring managers to determine a potential candidate’s true competence or skill level. Because mistakes in the public sector (which is reliant on government funding) can be extremely costly and visible, there is an increasing demand for attention to detail pre-employment tests. These tests measure the skill set of all employees, particularly those who perform everyday administrative activities, including the education field. Employees with excellent attention to detail skills consistently generate work that is highly accurate and error-free. Such employees are vital to any government organization since they help to ensure that the public sector runs smoothly and without costly errors. Making sure highly skilled personnel are in important positions is one of the ways to consistently improve the state of confidence in the public sector. [EmployTest ](https://employtest.com/)specializes in creating [pre-employment assessments](https://employtest.com/pre-employment-test-sample/) to help organizations identify top talent in their hiring pool – download a free sample of our [attention to detail test](https://employtest.com/attention-to-detail-test/) to learn more. ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** attention to detail test, pre-employment testing --- ### [How to Use Attention to Detail Tests in Your Hiring Process](https://employtest.com/hrblog/how-to-implement-attention-to-detail-skills-tests-in-your-hiring-process/) **Published:** October 21, 2025 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Although the numbers vary by company and position, on average [250 resumes are received for every corporate job opening](https://zety.com/blog/hr-statistics). At that rate, hiring managers need weeks to process resumes and cover letters. When an applicant uploads their resume to a site like Indeed.com, they’re up against fierce competition, as hundreds of thousands of other resumes get posted each week. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Attention to Detail Test](https://employtest.com/attention-to-detail-test/ "Attention to Detail Test for Applicants") A high number of job applications creates a tremendous backlog and wastes valuable time and resources, which is why recruiting managers have the unenviable task of filtering out unqualified applicants and narrowing down their choices as fast as possible. By screening candidates using standardized evaluation practices, [pre-employment testing](https://www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/?sh=71189b9f2606) can considerably reduce time-to-fill and increase the quality of new hires. As[ pre-employment tests](https://www.smartrecruiters.com/resources/glossary/pre-employment-testing/) can rate applicants by measuring skills, intellect, personality or other attributes, most hiring managers find them highly beneficial. Read on to learn more about the importance of [attention to detail pre-employment tests](https://employtest.com/attention-to-detail-test/ "Attention to Detail Test for Applicants") and their use in the hiring process. In this article, we’ll cover: - [The Benefits of Pre-Employment Testing](#benefits) - [Why Attention to Detail Tests Should Be Used](#why-use) - [How to Implement Attention to Detail Tests](#implementation) - [How Much Weight Attention to Detail Tests Should Carry](#weight) ## **What are the Benefits of Pre-Employment Testing?** Pre-employment tests are useful tools for speeding up the [hiring process](https://employtest.com/videos/3-steps-to-improve-your-hiring-process/) and weeding out potential bad hires, with the goal of making more informed hiring decisions. While early-stage interviews provide some information, pre-employment tests provide reliable and unbiased scores that can be used to make data-driven decisions. Plus, they can provide a great [ROI ](https://employtest.com/employtest-pricing)and be simple to use and implement in the hiring process. Employee evaluation tests will shed light on employee strengths and predict future performance indicators when used as part of the broader hiring process. In order to properly measure candidate aptitude, suitability, and fit, most organizations use [at least one type of standardized pre-employment test](https://www.indeed.com/career-advice/career-development/types-of-pre-employment-testing) in their hiring process, and many rely on a combination of tests that complement each other, with each test being selected based on the position that needs to be filled. Pre-employment tests that assess cognitive talents, hard skills, and even soft skills all have a significant role in hiring processes. While the[ benefits of attention to detail](https://www.indeed.com/career-advice/career-development/attention-to-detail#:~:text=Attention%20to%20detail%20is%20your,workplace%20productivity%2C%20efficiency%20and%20performance.) are well-known in both the private and public sectors, it can be one of the most important abilities to measure. It is vital for employees to avoid costly mistakes as a result of overlooking critical details, but not all mistakes are created equal. An employee working for a bank is significantly more likely to make serious and financially measurable mistakes than a house painter. Some positions simply do not require the same level of attention to detail skills. A janitorial position doesn’t typically require the same detail orientation level as a medical worker. ## **Why Should Attention to Detail Tests Be Used?** Because attention to detail and work quality are typically linked, it’s regarded as an important ability that almost all employees should have. The benefit is found in accurately identifying errors and mistakes to avoid costly mistakes that could cost far more than the [cost of a bad hire](https://zety.com/blog/hr-statistics?utm_source=google&utm_medium=sem&utm_campaign=6482924844&utm_term=%2Bcost%20%2Bof%20a%20%2Bbad%20%2Bhire&network=g&device=c&adposition=&adgroupid=78188147912&placement=&gclid=Cj0KCQjwtMCKBhDAARIsAG-2Eu8gtX801HfIiIXPklh_GOVtjrbqeidENDFwTq8iirT4b6DwXhU5AA0aAnpHEALw_wcB). Although it is possible to learn and[ improve](https://www.glassdoor.com/blog/guide/attention-to-detail/) attention to detail, hiring managers can be advised to identify candidates with this skill, before hiring them. Although some parts of attention to detail are visible during the interview (error-free resume and cover letters, filling out required documentation without spelling mistakes, etc.), the reality is that attention to detail is a trait that takes time to measure, making it a time-consuming activity to be performed in an interview setting. But there are other options. Attention to detail pre-employment tests can [reveal](https://www.premiertalentpartners.com/prescreening-candidates-what-you-need-to-know/) far more than simply reviewing a resume and conducting a 30-minute interview. People who manage money, sensitive information, and delicate relationships with clients and government authorities may require meticulous attention to detail in an office or retail context. Employees will almost certainly require great attention to detail if getting the intricacies of a task wrong costs the company money, time, or reputation. ## **How to Implement Attention to Detail Tests** To begin a pre-employment evaluation process, the employer must first[ identify which tests are required](https://www.indeed.com/career-advice/career-development/types-of-pre-employment-testing) and then either select a [pre-made test](https://employtest.com/explore) or develop a [custom-tailored test](https://employtest.com/custom-pre-employment-tests) based on the needs of the job position. Employers should also track the usage of the test, including scores and watching for any signs of adverse impact. With many pre-made attention to detail [pre-employment tests](https://employtest.com/explore) available, implementation is quite easy and does not consume too much time. While some companies may opt for an in-person assessment, other companies that allow remote work may opt for an online version. There are ways to deliver these tests online, including remote or online proctoring, which is when a screening test is administered online and the candidate can be supervised in real-time. Candidates who perform well on attention to detail tests will be able to process textual and numerical data and arrive at the correct solution, without overlooking subtle nuances that can make a significant difference. Testing a potential new hire’s ability to notice details can be helpful if they’re applying for a position where data entry accounts for a large part of their daily responsibilities. There are attention to detail tests that focus on recognizing textual errors and also tests that focus on numerical errors. Because not all job positions require the same type or level of attention to detail, hiring managers should consider the position when determining which type of attention to detail tests to use. ## **How Much Weight Should Attention to Detail Tests Carry?** What if an applicant receives an extremely high score on a test? Is this the only relevant metric? Perhaps, but how can employers be sure they’re making the best selection possible? Should candidates who received a lower score on the test be automatically disqualified? If an applicant fits all other requirements, a strong attention to detail test score could be the deciding factor in whether or not they are hired. However, perhaps relying on a single score too heavily isn’t always a good idea. Many characteristics of a candidate’s aptitude, behavior, and skills should be taken into account while making the recruiting decisions. It’s best to use a variety of tests that have been designed by expert researchers, including industrial organizational psychologists who follow the guidelines of the EEOC and US Department of Labor. Many tests can complement attention to detail tests, such as [grammar and spelling tests](https://employtest.com/grammar-tests), [typing and data entry speed tests](https://employtest.com/typing-test), as well as [reading comprehension tests](https://employtest.com/reading-comprehension-tests). Employers should consider test results as one of several factors as part of the hiring decision, including interviews, references and other related experiences, as needed. Regardless, it all ultimately depends on the position that management is attempting to fill. In terms of clerical work in the public sector (government, school districts, court systems), attention to detail is a crucial skill to have. ## **Conclusion** Implementing pre-employment attention to detail tests to determine if applicants are appropriate for the position can be extremely beneficial. All organizations, including the public sector, can find them helpful, as they are sure to help to [reduce the risk of bad hires](/hrblog/attention-to-detail-prevent-mistakes), improve the bottom line, reduce turnover and maintain employee satisfaction. Pre-employment tests are used to [avoid bias](https://www.robertwaltersgroup.com/news/expert-insight/careers-blog/how-to-remove-unconscious-bias-from-your-hiring-process.html) while hiring. While they do provide hard data to work with, test results should not be the sole deciding factor, as other factors have their place too. [Soft skills](https://employtest.com/videos/hiring-for-soft-skills/), such as teamwork, should be taken into account too. Employees with strong attention to detail skills usually have a healthy level of perfectionism, focus, and good observation skills, among other attributes, all of which are reflected in their attention to detail score. [EmployTest](https://employtest.com/) specializes in developing pre-employment tests for the public sector (government), companies and nonprofits – to learn more about our process, [download a free sample of our attention to detail test](https://employtest.com/attention-to-detail-test). ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** attention to detail test, pre-employment testing --- ### [How a Microsoft Excel Competency Test Reveals Applicant Skills](https://employtest.com/hrblog/microsoft-excel-competency-test/) **Published:** January 24, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell ### **What is an Excel Competency Test?** An Excel competency test measures an applicant’s skills and knowledge in using Microsoft Excel. These assessments evaluate abilities like data entry, formulas, functions, pivot tables, charts, and other Excel tools through practical exercises. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Excel Tests for Hiring](https://employtest.com/excel-assessment-test-for-applicants/) Microsoft Excel is the industry standard for spreadsheet applications, with [**54% of companies** ](https://www.mooc.org/blog/how-important-is-excel-in-business)using it for business analysis. This powerful program can provide a variety of valuable functions that can help employees quickly track, sort, and analyze data. If specific members within work groups don’t know how to use it, your company could be at a serious disadvantage. ## Essential Excel Skills Every Professional Needs Which Excel skills do employees need to have in order to be productive in their roles? Here are the top five valuable Excel skills that can give workers a competitive edge. #### **Data Entry and Formatting** Effective data management in Excel begins with entering information accurately. Workers should know how to organize information logically in cells, rows, and columns. To improve data readability, skills in applying formatting techniques such as colors, borders, and text wrapping should be tested. To make data easy to read and understand, it’s important to adjust cell sizes to fit the contents. With clean, readable data, more advanced Excel functions are possible. #### **Using Formulas and Functions** Formulas and functions are at the heart of Excel’s data processing capabilities. This skill allows analysts to extract meaningful insights from data quickly. It’s critically important for employees to know how to create formulas using cell references and math symbols. That high school math teacher was actually right about using algebra, after all! Functions like **SUM, COUNT, and AVERAGE** are basic tools that allow users to perform calculations with ease and accuracy. But to become skilled in Excel, one needs to be familiar with nested formulas, data sourcing, and troubleshooting formula errors. Algebra II, anyone? If you are searching for applicants to fill a role where they will be required to prepare reports, don’t take chances. Test those formula and function skills! #### **Protecting Spreadsheets** If a new employee will be working with sensitive or proprietary data, it needs to be protected. Employees should be familiar with Excel’s [**wide range of security options**](https://support.microsoft.com/en-us/office/protection-and-security-in-excel-be0b34db-8cb6-44dd-a673-0b3e3475ac2d) and how to collaborate without risk. Ask questions and test candidates for everything from encryption to using validation controls and more. Confirmation that your new hire can use these protections may prevent future business insight losses and painful reputation damage. #### **Sorting and Filtering Data** Departments working with large amounts of data, such as Accounting and Finance, need to be able to sort and filter information to find what they need quickly. If you’re an HR manager sourcing an analyst for the Business Development Director or CFO, you can ask the candidate to show you how to sort a large data set by date and then filter it to show only certain transactions. You can always create this type of test manually, but using a dedicated[ ](https://employtest.com/excel-tests-job-applicants/)**[Excel assessment for applicants](https://employtest.com/excel-assessment-test-for-applicants/)** will save you precious time. #### **Charts and Graphs** Presenting data visually through [**charts and graphs**](https://ca.indeed.com/career-advice/resumes-cover-letters/basic-excel-skills) is a powerful way to communicate information. A picture is worth a thousand words, right? ![Job candidate working on an microsoft excel competency test](https://employtest.com/wp-content/uploads/2024/01/businessman-working-laptop-meeting-300x209.jpg) Using charts, graphs, and other visual aids can quickly convey key insights and help an audience understand what the data represents more easily. This can be especially valuable during meetings and presentations, where time is limited and it’s important to get the message across efficiently. ## Advanced Excel Skills to Differentiate Top Candidates While the essentials keep operations running smoothly, certain advanced skills can set applicants apart, such as: - **Pivot Tables**: Summarize and analyze large datasets quickly. - **VLOOKUP/XLOOKUP**: Retrieve specific data points from complex sheets. - **Macros**: Automate repetitive tasks to save valuable time. - **Conditional Formatting**: Highlight data trends or anomalies at a glance. ### **What is a Microsoft Excel Competency Test?** Microsoft Excel Competency Test is an assessment employers use to [evaluate applicants’ skills in using Microsoft Excel](https://www.employtest.com/hrblog/how-employers-verify-excel-skills/). It’s designed to test skills from basic to advanced, including creating Pivot Tables, using Autosum, creating charts, and other functions. This test also includes interactive questions and tasks that simulate real-world scenarios within Excel. Employers use these Microsoft excel tests to ensure employees have the right skills for roles requiring Excel proficiency. ### How to Administer an Excel Competency Test Like A Pro Ensuring you’ve got the right testing framework in place can be the difference between an effective skill assessment and just another checkbox. Here’s how to do it like a pro: 1. **Identify Required Proficiency Level** Determine if the role requires basic, intermediate, or advanced Excel know-how. 2. **Use a Trusted Testing Platform** Opt for interactive tests that mimic actual tasks instead of purely multiple-choice questions. 3. **Set Clear Evaluation Criteria** Standardize how you’ll score sections such as formulas, data visualization, and security measures. 4. **Provide Timely Feedback** Let applicants know their results promptly, specifying strengths and areas for improvement. ### **How Microsoft Excel Competency Tests Enhance Hiring Decisions** If your ideal candidate needs advanced knowledge of spreadsheet programs, a [**Microsoft Excel Test**](https://employtest.com/excel-tests-job-applicants/) can help you identify qualified applicants. Using a dedicated Excel proficiency test in pre-employment delivers the following recruitment advantages: **Accurate skills validation**: Resumes can be misleading. [Pre-employment testing](https://employtest.com/) accurately validates applicants’ true Excel competencies. This minimizes moving people who lack the required skills further in the hiring process. **Objective insights**: Standardized Excel skills testing provides unbiased insights into applicants’ abilities so you can make skill-based hiring decisions. **Matching with role needs:** Customizable Excel competency tests allow you to tailor assessments to your unique role requirements. This ensures you are interviewing and hiring the best-fit candidates. **Efficient screening**: With skills-based assessments, you can filter for the most qualified applicants efficiently. No more time-consuming manual screening. With validated **[Microsoft Excel competency tests](https://employtest.com/microsoft-office-skills-test/)** from a trusted company, you can expect standardized benchmarking of applicants for consistent comparisons. With the power to transform hiring decisions and enhance overall business efficiency, using Excel competency tests is an investment in the success of your future team members and company. Take the first step towards excellence; [book a consultation with our expert team](https://calendly.com/employtest-sales/test-talk)! ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** Employment Tips, Employment Tips,Hiring Tips,employment tests, excel test, excel test,pre-employment testing --- ### [Why Use an Attention to Detail Skills Test in Hiring](https://employtest.com/hrblog/why-use-attention-to-detail-skills-test/) **Published:** August 13, 2024 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell An attention to detail skills test is a crucial yet often overlooked step in the process when hiring top talent. You might assume being meticulous is standard, but without a solid way to measure it, you risk hiring someone who misses crucial details; mistakes that can make or break a project. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Attention to Detail Test](https://employtest.com/attention-to-detail-test/ "Attention to Detail Test for Applicants") So, what does “attention to detail” really mean? It’s more than just catching typos or spotting a misplaced comma. It’s about completing every task to the highest standard, whether it’s double-checking numbers in a financial report or exactly meeting a client’s specifications. Strengthen your screening process with attention to detail test for applicants to assess accuracy and focus early. While general attention to detail is essential, some roles need even more carefulness that’s specific to the job. By using attention-to-detail skills tests in your hiring process, you can make sure candidates are suited for responsibilities that demand a keen eye. Ready to learn how these tests can make a difference? Here are the benefits and best practices for using tests for attention to detail in your hiring strategy. --- **Jump to Section:** - [What Are Attention to Detail Skills Tests?](#what-are-attention-to-detail-skills-tests "What Are Attention to Detail Skills Tests?") - [Benefits of Using an Attention to Detail Skills Test in Hiring](#benefits-of-using-an-attention-to-detail-skills-test-in-hiring "Benefits of Using an Attention to Detail Skills Test in Hiring") - [Industries Where Attention to Detail Is Most Critical](#industries-where-attention-to-detail-is-most-crucial "Industries Where Attention to Detail Is Most Critical") - [How to Assess and Measure Attention to Detail in Hiring](#how-to-assess-and-measure-attention-to-detail-in-hiring "How to Assess and Measure Attention to Detail in Hiring") --- ## **What Are Attention to Detail Skills Tests?** **[Attention to detail test for applicants](https://employtest.com/attention-to-detail-test/ "Attention to Detail Test for Applicants")** is a pre-employment assessment that measures a candidate’s ability to spot errors, identify inconsistencies, and check information for accuracy. These tests are important for finding people who have the accuracy and meticulousness needed for jobs that require a lot of attention to detail. ![working people looking at document](https://employtest.com/wp-content/uploads/2024/02/shutterstock_1541328557.jpg) ### **Types of Attention to Detail Tests** Attention to detail skills tests can come in various forms, each suited to different job requirements and contexts. Here are some common types: #### **Error detection** These tests give candidates text, data, or pictures with mistakes on purpose. The candidates have to find and fix these errors. This type of test is great for jobs like proofreading, data entry, and quality control. #### **Pattern recognition** Pattern recognition tests check if a candidate can spot patterns and find unusual things in data or pictures. These tests are excellent for jobs in data analysis, engineering, and technical fields where it’s important to notice trends and inconsistencies. #### **Data checking** For this type of test, you give candidates data sets to compare and find any mistakes. These tests are important for jobs that need accuracy, like handling financial records, managing inventory, and doing administrative tasks. #### **Contextual tasks** Some tests recreate real job tasks that need careful attention to detail. Candidates show their skills through practical examples based on the role. For instance, if you’re hiring for a medical position, candidates should exactly follow instructions. You might ask them to check products for expiration dates or sort doses to see if they can spot issues. ## **Benefits of Using an Attention to Detail Skills Test in Hiring** Integrating attention-to-detail interview tests into your hiring process offers several advantages that can impact your company. Here are some of the vital benefits: ### **Enhanced performance and productivity** Candidates who excel in attention-to-detail tests usually perform better at their jobs. A recent study found that people who score high on these assessments make fewer mistakes. This means they produce higher quality work and help their team run more smoothly, leading to better results in less time. ### **Reduced training costs** Hiring candidates with strong attention to detail can cut down on training time. The Association for Talent Development report found that companies spend about [$1,280 per employee](https://www.td.org/content/press-release/atd-research-spending-on-employee-training-remains-strong) on training expenses each year. People who are naturally good at paying attention learn and adjust to their jobs faster, which saves money on training. ### **Happier external customers** Detail-oriented employees do a better job of meeting and exceeding customer expectations. They make fewer errors and pay close attention to what clients want. Hiring people who focus on the details can lead to happier customers and improve your company’s success. ### **Less frustrated co-workers** Detail-oriented colleagues are really helpful to other team members. When everyone is diligent and precise, fewer blunders can cause frustration and delay projects. This dynamic creates a smoother and more efficient work environment. Teams where employees are happy with their co-workers are [21% more productive](https://www.forbes.com/sites/nazbeheshti/2019/01/16/10-timely-statistics-about-the-connection-between-employee-engagement-and-wellness/) and have 41% fewer absences. ### **Unbiased and fair hiring** Attention to detail tests are a fair way to check a candidate’s skills, which can reduce bias in hiring. Instead of relying on personal opinions, these data-driven tests focus on specific abilities, making the hiring process more equal and inclusive. ## **Industries Where Attention to Detail is Most Critical** ### **Non-profit and government/public sector** Managing money and resources in non-profit and government jobs needs careful attention to detail. For instance, the US government’s 2020 budget [was $4.79 trillion](https://www.itsuptous.org/blog/breaking-down-us-federal-budget-charts-and-graphs), funded by taxpayers. It’s important to use these resources wisely because even a small mistake can cause big problems and damage trust. ### **Engineering and construction** Detail-oriented work is very important in engineering and construction to make sure projects are planned well, structures are strong, and safety rules are followed. Focusing on details helps prevent costly mistakes, such as incorrect measurements or faulty materials. These mistakes can cause project delays, extra costs, and safety hazards. Hiring candidates who closely follow all instructions helps make sure the project is successful and safe. ### **Accounting and finance** Being precise is paramount in finance and accounting jobs because even slight errors can have [big consequences](https://finance.yahoo.com/news/10-business-mistakes-cost-companies-110019774.html?guccounter=1&guce_referrer=aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8&guce_referrer_sig=AQAAAIkyBiuHtoqM4k6dT-2C8DRKyVhdfkqIXc1EEUWEchQw7bcWnzMT1XsrIoQagkF-Vvw2ONfdD1wtuO-MgUvqSRjGMEmDQ9LzPcvwQCqBYORAcL9CoE3UjBW_ZlRLRJ7BDB5NsK3j9fGp_xhEWDC9icPJqnk6adDJpfIuflb2rRjE). Errors in financial reports, tax filings, or budgeting can lead to fines, financial losses, and a damaged reputation. Paying close attention to details helps keep financial records accurate, follow regulations, and make sound financial decisions. ![working process ](https://employtest.com/wp-content/uploads/2024/02/shutterstock_697936033.jpg) ### **Customer experience** Attention to detail is important for high-quality customer interactions. [73% of consumers](https://www.forbes.com/sites/shephyken/2018/04/01/your-best-opportunity-for-growing-business-the-customer-experience/) say customer experience affects their buying choices, and 32% will stop supporting a brand after one bad experience. Being meticulous in customer service, such as properly processing orders, answering questions, and personalizing interactions, leads to happier customers and more loyalty, which boosts revenue for the company. ### **Legal and compliance** Meticulousness is crucial in legal and compliance roles to guarantee that rules are followed and legal risks are reduced. By paying close attention to detail when drafting contracts, doing compliance audits, and managing legal documents, you make sure that all legal requirements are met. This careful approach helps protect organizations from lawsuits and fines. ### **Healthcare** In healthcare, paying attention to detail is vital for patient care and safety. Medical mistakes are the [third leading cause of death in the US](https://healthjournalism.org/blog/2023/07/medical-errors-are-the-third-leading-cause-of-death-and-other-statistics-you-should-question/), with over 250,000 deaths each year. Being diligent in healthcare roles, like giving the correct medications, accurately recording patient information, and properly conducting lab tests, helps prevent these errors and improves patient health. ## **How to Assess and Measure Attention to Detail in Hiring** Successfully assessing attention to detail during hiring can help you avoid costly mistakes and weed out unqualified candidates. Here are some effective methods to measure this ability: ### **1. Thoroughly review resumes and applications** A careful review of resumes and applications can show how much a candidate pays attention to detail. Look for consistent formatting, correct spelling and grammar, and complete information. Notice how candidates describe their past roles and achievements, as this can reveal their level of precision and thoroughness. ### **2. Ask questions about past experiences** During the interview, ask candidates about times when paying close attention to details was important in their previous jobs. Questions such as, “*Can you give an example of a time when you caught and corrected a mistake before it became a problem?*” can show how well they notice and fix errors. ### **3. Conduct skills tests** Administering attention-to-detail tests is an effective way to measure this skill. These tests may include finding mistakes in data, spotting errors in documents, or identifying discrepancies in product SKUs or diagrams. EmployTest offers different [skills assessment tests](https://employtest.com/) specifically designed to measure attention to detail, including checking for accuracy, proofreading, product inspection and data entry. ### **4. Review submitted material** Checking a candidate’s written communication during the hiring process can give you a good idea of their attention to detail. Look at their cover letters, emails, and any other written materials they provided. You can also give them tests where they write and send emails to team members. This helps you to assess their writing and message organization skills. ![employee checking document](https://employtest.com/wp-content/uploads/2024/02/shutterstock_1308783481.jpg) ### **5. Check references** References can give you a better view of a candidate’s attention to detail. When talking to references, ask specific questions about how careful and thorough the candidate was in their past jobs. A survey by the Society for Human Resource Management (SHRM) found that [87% of employers](https://www.shrm.org/topics-tools/news/talent-acquisition/shrm-employers-slow-to-pick-trend-continuous-screening) think reference checks are really useful. They can provide information about a candidate that you might not see in their resume or interview. ## **Hire a Meticulous Workforce** Finding very detail-oriented candidates can be very helpful for your organization. By using the methods mentioned in this article, you can pick the best candidates more easily. [Attention-to-detail tests](https://employtest.com/attention-to-detail-test/) can help people do their jobs better, work faster, cost less to train, and make customers happier. These advantages make your organization more efficient and successful. Want to improve your hiring? Check out EmployTest for attention-to-detail and other [skills assessment tests](https://employtest.com/). Learn more by [requesting a demo of our advanced testing platform](https://calendly.com/employtest-sales/test-talk "requesting a demo of our advanced testing platform")! ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** attention to detail test, Hiring Tips --- ### [The Resume Is Lying to You](https://employtest.com/hrblog/the-resume-is-lying/) **Published:** February 23, 2026 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes If you rely on resumes to predict job performance, you’re making an expensive bet. Not because candidates are dishonest. But because resumes were never designed to measure skill. They were designed to summarize experience. Over time, we quietly “promoted” them from an introduction tool to a decision tool. And that shift has created one of the most expensive blind spots in modern hiring. --- --- ## **The Resume Was Built for a Different Era** The resume began as a screening shortcut. When employers sorted through stacks of paper applications, they needed a fast way to narrow the field. It worked for that purpose. But today’s hiring environment is different. Roles are more technical. Tools evolve constantly. AI can generate polished resumes in seconds. Candidates are coached, optimized, and keyword-tuned. And yet most decisions still begin with a document that measures presentation, not performance. ## **Polished Doesn’t Mean Prepared** Resumes reward strong writing, formatting, and framing. AI tools help candidates: • Rewrite bullet points • Add metrics • Optimize wording • Tailor to job descriptions The result looks stronger, but the work hasn’t been tested. When someone writes “proficient in Excel,” what does that actually mean? - Can they actually build formulas? - Clean messy data? - Work without constant correction? You can’t tell from a bullet point. The resume may not contain false information. ([Or maybe it does?)](https://employtest.com/hrblog/lying-on-resumes/) It just doesn’t measure what matters. ## **Interviews Don’t Solve the Problem** Many teams assume interviews will expose what resumes hide. But interviews reward articulation. They favor candidates who think quickly, speak confidently, and manage pressure well in a conversation setting. Those traits matter in some roles. But they are not substitutes for technical precision, attention to detail, or analytical reasoning. A candidate can describe how they would solve a problem perfectly. That does not guarantee they can execute it without error. ## **What Actually Predicts Performance** Resumes are helpful so the solution is not cutting them out entirely…But…Career progression matters. Industry exposure matters. Education may matter. If you want to know whether someone can perform a job, you need to see their actual performance. Even in a simplified way. Short, role-specific skill assessments can outperform resume-only screening when it comes to predicting on-the-job success. [Research consistently shows ](https://en.wikipedia.org/wiki/Validity_of_intelligence?utm_source=chatgpt.com)that structured ability assessments predict performance better than resume reviews or unstructured interviews. In practical terms, that means: - An [attention-to-detail ](https://employtest.com/attention-to-detail-test/)exercise exposes accuracy gaps immediately. - A [cognitive reasoning test](https://employtest.com/cognitive-ability-test-for-applicants/) shows how someone processes new information under time constraints. - A short [Excel simulation](https://employtest.com/excel-assessment-test-for-applicants/) reveals more than three bullet points ever could. This is the shift more hiring teams are making. Instead of debating resume wording and interview performance, they’re asking candidates to demonstrate ability before the job offer comes. Resumes tell you the story. [Skill assessments](https://employtest.com/) show you the proof. And hiring should be built on proof. --- ### [What to Look for When Hiring a Project Manager](https://employtest.com/hrblog/hiring-a-project-manager/) **Published:** April 30, 2026 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ## **Key Takeaways: What to look for when hiring a project manager** - Strong problem-solving and cognitive ability - Clear communication and leadership style fit - Ability to manage pressure, scope, and priorities - Real-world project management skills, not just certifications - Use pre-employment tests to check skills before you interview Hiring a project manager usually feels easy at the start. The resume looks solid. They’ve handled “multiple projects.” Used all the right tools. The interview goes smoothly. Then a few weeks in, things feel off. Work is happening, but nothing is really moving forward. Deadlines slip. Priorities keep changing. Everyone’s busy, but the outcome isn’t clear. That’s the gap most teams miss. Project managers are trained to communicate well. So the hiring process ends up measuring the exact thing that hides the problem. --- ## **The Skills That Actually Matter** When You’re Hiring a Project Manager Most job descriptions lead with certifications and tools. PMP. Agile. Jira. Scrum. Those certifications matter, but they don’t guarantee who actually delivers. The difference usually shows up in a few areas: [**Cognitive ability.**](https://employtest.com/cognitive-ability-test-for-applicants/) Can this person absorb complex information quickly and reason through competing priorities? A PM managing shifting requirements and difficult stakeholders needs to think clearly when things get complicated. **Behavioral fit.** How does this person naturally lead? Are they collaborative or directive? Do they address conflict or run away from it? The right profile depends on the role. A PM running a structured compliance project needs a different style than one leading a product team. [**Emotional intelligence.**](https://employtest.com/emotional-intelligence-profile-test-for-applicants/) PMs don’t just manage tasks. They manage people. The ability to stay steady under pressure and keep a team on track when it gets hard is what prevents things from going off the rails. [**Attention to detail**](https://employtest.com/attention-to-detail-test/)**.** Scope creep, budget overruns, and missed handoffs usually start small. A PM who catches this early saves you from expensive problems later --- ### **What Resumes and Interviews Miss** A resume tells you where someone worked, but it doesn’t tell you how they handled a project that started falling apart halfway through. Interviews have a different problem. ***Project managers are good at explaining things*.** That’s part of the job. So when you sit across from them, you’re seeing a polished version of their thinking. Which is why interviews can feel good… even when the hire turns out wrong. They show you how someone talks about work, not how they actually handle it. --- ## **How to Screen Project Manager Candidates Before You Interview** The biggest mistake most teams make is starting with the interview. Send assessments before candidates come in. Let the data tell you who’s worth the conversation. Then use the interview to go deeper on what the tests reveal. For a PM role, a solid pre-screen includes: - **A cognitive ability test** to measure how quickly someone processes complex information and works through problems. It’s valid across roles and especially useful for PMs juggling competing demands. - **A behavioral profile** to understand how a candidate naturally leads and communicates. Match it to the actual demands of the role, not just a generic leadership checkbox. - **An emotional intelligence assessment** to gauge how someone handles conflict, pressure, and team dynamics. These are the areas that point to if a project holds together when things get tough. EmployTest offers[ cognitive, behavioral, and emotional intelligence assessments](https://employtest.com/tests) built for pre-hire screening. You can send tests before the first call and walk into the interview already knowing how a candidate thinks. It doesn’t need to be complicated. A simple assessment, a short task, anything that forces real thinking will tell you more than another conversation. --- ### **Interview Questions That Are Actually Worth Asking** Once you’ve screened candidates, the interview becomes useful again. Now you’re not guessing. You’re digging deeper. Ask things like: **“Tell me about a project that went off track.”** **“How do you handle a stakeholder who keeps adding scope?”** **“What do you do when everything feels urgent?” Remember, you’re not looking for rehearsed answers. You’re looking for how they think through real situations. --- ### **Red Flags to Watch For** These show up earlier than most people think: - Everything sounds polished, but nothing is specific - Problems are always someone else’s fault - Heavy focus on tools instead of decisions - No clear way of prioritizing work - Good at updates, unclear on outcomes That last one is where a lot of hires go wrong. --- ## Hiring a Project Manager: **The Bottom Line** Most hiring mistakes with project managers aren’t random. They come from using a process that rewards communication over execution. Resumes show experience. Interviews show confidence. The job requires something else. If you want better hires, change the order. **Test first. Then interview.** It’s a small shift, but it makes everything clearer. If you want to see how candidates actually think before you interview them, [start testing today](https://employtest.com/pre-employment-test-sample/). --- ### [Reading Comprehension Skills in Applicants: Why They Matter](https://employtest.com/hrblog/why-reading-comprehension-skills-in-applicants-are-important/) **Published:** March 13, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes > **TLDR:** Reading comprehension skills in applicants are easy to overlook and expensive to miss. Nearly every job runs on written instructions, from emails and work orders to handbook policies and vendor terms. A [reading comprehension test](https://employtest.com/reading-comprehension-test/) lets you verify who reads carefully before you make an offer. Pair it with an [attention to detail test](https://employtest.com/attention-to-detail-test/) and a couple of good interview questions for a much clearer picture of who can follow what they’re given. ## What reading comprehension looks like at work Reading at work happens on four levels: what the text says, what it implies, what it leaves out, and what to do about it. Take a policy line like “Refunds over $200 need manager approval within two business days.” Most adults can read that sentence just fine. What matters is what they do with it. A strong reader catches the $200 cutoff and the two-day deadline right away. They also work out what the policy doesn’t spell out, like the fact that a $180 refund can go through without a signature. And when a $350 request comes in on a Thursday afternoon, they get it to the manager that day instead of letting it sit over the weekend. That last step is what employers are really paying for. Reading something once and acting on it correctly saves everyone a second conversation. When that skill is missing, the cost tends to land in four places. ![reading comprehension test tips on how to carry out your assessments and reduce the time for hiring](https://lh7-us.googleusercontent.com/i62XvBnm9gDYGw_QBBC1VjBaf0t0WGUxhwMmUehU0JRzLuXQiC6HiuvH75UJZKDW7hlB9ep1nW2H09kehmXKVucbaP50MVoIuIs93qiI2j23cIAhRAUjhiZxihkfZwkAZ_TzQnx9KB8r) #### Small mistakes that get expensive Careful readers spot the things other people slide past. A total on page one that doesn’t match the spreadsheet on page four. The meeting invite that says Thursday when the email said Tuesday. Two contract clauses that quietly contradict each other. The shipping address that changed three emails ago. Occasionally the stakes get huge. Oakhurst Dairy in Maine agreed in 2018 to a reported $5 million settlement with its delivery drivers, after a court case that turned on a missing comma in the state’s overtime law. Your office mistakes probably won’t cost that much. They still add up, and every one of them chips away a little at how much customers trust you. #### Long emails and messy paperwork Some jobs hand people a lot to read. Think of a customer service rep who picks up a ticket with 30 messages of back-and-forth, or a purchasing coordinator comparing vendor quotes that each bury the shipping terms somewhere different. The skill underneath is the same in both cases: find the two lines that matter, then act on them. Some people do this naturally. Others give every sentence equal weight and still miss the one detail that counted. A friendly interview rarely tells you which kind of person is sitting across from you. #### Safety rules and procedures In some jobs, a misread instruction can hurt someone. A [healthcare worker](https://employtest.com/healthcare-staff-test-for-employment/) who misreads a note about a patient’s allergy, or a warehouse employee who skips step four of an equipment shutdown procedure, can cause harm that an apology won’t fix. Verifying reading skills before training starts lowers that risk for everyone. #### Fewer “just to clarify” emails This one sounds minor until you add it up. When someone reads the whole message, they answer the question you actually asked. They show up at the right time with the file you mentioned in paragraph three. Over a year, that’s a lot of follow-up emails nobody had to write. ![reading comprehension skills ensures compliance](https://lh7-us.googleusercontent.com/3QZk7_Yg8DlYAOoP4uWLdHGzpckxpZiX5EleOkT9TMLinXerAC8mXAXDR1e5ibxOu_ntDWF5DSZfNyFvMPwx3XYgfzZJOqbS8Yq2uUaDL7-gyt3v25fhN176-CmfphqjZaDJ50oGLDvW) ## Why it matters more at a small business Big companies stack up layers of review. Somebody catches the bad email before it goes out, and somebody else catches the wrong order before it ships. Small teams run leaner. The person who reads the instruction usually acts on it too, with no second pair of eyes in between. One careless read lands on a customer, a patient, a shipment, or a payroll run. ### Which jobs need it most Some roles lean on reading more than others, so they’re the best place to start testing. Administrative and clerical staff are the obvious first group, and our [clerical skills guide](https://employtest.com/hrblog/must-have-clerical-skills/) covers what else to look for in those hires. [Customer service reps](https://employtest.com/customer-service-aptitude-test/) spend their day reading tickets and return policies. [Medical office staff](https://employtest.com/medical-office-skills-test/) handle insurance forms and doctor’s notes. Bookkeepers live inside invoices and payment terms, and [supervisors](https://employtest.com/supervisor-aptitude-test/) pass written policies on to their teams, so a misread at that level tends to spread. At a small business, two or three people often cover all of these jobs at once. There’s usually nobody down the hall to double-check their work, which makes careful reading matter even more. ![reading comprehension skills are easy to take for granted, proficient candidates will give your company an edge](https://lh7-us.googleusercontent.com/bXF5W9SW_uztnNAOL3bjKySh-3uV7qQj4HsHIiE7JEHcHVMrfOCN3eVgMy4uV1Ut9cIceMTwBesk6rG-RL6m_7WD-A2q3z3x-PKx0H7po_NhaFHTJa_ROl-zRzNYZqiwCC00tFgoUQxZ) ## How to verify reading skills before you hire A resume can claim “excellent attention to detail” all day long. Verifying it takes a little more effort, though not much. #### Start with a reading comprehension test EmployTest’s [reading comprehension test](https://employtest.com/reading-comprehension-test/) gives candidates short workplace passages, then asks questions about what they just read. Here’s the kind of question that trips up skimmers: > **Passage:** Orders placed before 2 p.m. ship the same day. Orders containing hazardous materials ship only on Tuesdays and Thursdays, regardless of when they are placed. > > **Question:** A customer places an order that includes a hazardous item at 11 a.m. on Wednesday. When does it ship? > > A. Wednesday B. Thursday C. Tuesday of next week > > **Answer:** B. The hazardous materials rule overrides the same-day rule, which makes Thursday the next eligible day. Plenty of people pick Wednesday because they stopped reading after the first sentence. That’s exactly the habit you want to catch before someone starts handling your orders. Results come back as a percentile rank, so you can see how each candidate compares with everyone else who has taken the same test. Our [skills test score benchmarks](https://employtest.com/benchmarks/) give you a sense of typical scores. If you’re new to testing in general, this overview of [pre-employment assessment tests](https://employtest.com/hrblog/best-pre-employment-assessment-tests/) walks through the main types. Reading tests also pair well with others. An [attention to detail test](https://employtest.com/attention-to-detail-test/) verifies how carefully someone handles their own work, and a [proofreading test](https://employtest.com/proofreading-skills-test/) makes sense for roles that involve a lot of writing. ![Behavioral interviews are a sensible measure for understanding how candidates approach and solve problems](https://lh7-us.googleusercontent.com/Xo0M4ZsPVKitYtVvfcm7NdTdLii7RsuxxQk_Wn9UdUGTfrRfc_eEAQe8hnzyEX-DyPXubQNZ1UZmMYOoJPgZNRMaO7-WXzB_otHHi_CrnhPnx3VM-xupwxaxDzmeXog87ozP9jN3Gcv6) #### Ask about reading in the interview Scores tell you how well someone reads. It’s also worth hearing how they cope when the writing itself is unclear, because plenty of workplace writing is. Two questions that work well: - “Tell me about a time you got written instructions that didn’t make sense. What did you do next?” - “What’s a policy or document you found hard to follow, and how did you work through it?” The best answers are specific, like “I emailed my manager, quoted the confusing line, and asked whether I’d read it right.” #### Hand them a real document For a quick practical check, give candidates a one-page document from your own business, such as a new returns procedure or a scheduling policy. Ask them to explain it back in their own words and tell you what they’d do first. It takes about ten minutes. While they’re at it, ask how they usually tackle a long document. One candidate skims first and then reads closely, while another takes notes as they go. Either can work, and hearing it tells you a lot about how they’ll handle a dense email on a busy Monday. ### Questions hiring managers ask **What does a reading comprehension test measure?** How well a candidate understands workplace-style passages, including the details that are stated, the meaning that’s implied, and the right action to take. **Which roles should take one?** Any role where the work depends on written information. Administrative, [customer service](https://employtest.com/customer-service-aptitude-test/), [medical office](https://employtest.com/medical-office-skills-test/), bookkeeping, and [supervisor](https://employtest.com/supervisor-aptitude-test/) roles are good places to start. **Should I use it alongside other tests?** Yes, for most roles. An [attention to detail test](https://employtest.com/attention-to-detail-test/) is the most common pairing, and a [proofreading test](https://employtest.com/proofreading-skills-test/) fits writing-heavy jobs. **How does pricing work?** EmployTest uses block-based credit packs with no annual commitment, so you can test for one open role without signing up for a year. ### Hire people who get it right the first time Reading is one of those skills you only notice when it’s missing. By then it usually looks like a wrong invoice or a customer email that answered the wrong question. A short reading comprehension test lets you verify it up front, for every candidate, on the same terms. [Try a free sample test](https://employtest.com/pre-employment-test-sample/) to see how it works, or go straight to the [reading comprehension test.](https://employtest.com/reading-comprehension-test/) **Blog Categories:** pre-employment assessment --- ### [Which Pre-Employment Aptitude Test Should You Use?](https://employtest.com/hrblog/which-pre-employment-aptitude-test-should-you-use/) **Published:** October 8, 2026 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes **TLDR:** A pre-employment aptitude test measures how candidates think, not what they already know. Which one to use depends on the job: cognitive ability for jobs that require figuring things out independently, numerical reasoning for finance and data work, attention to detail for accuracy-first positions, and a general skills assessment when you need a broad baseline.. Here’s how to tell the difference. Most hiring guides explain what a pre-employment aptitude test measures. Almost none help you choose the right one for a specific job. Here’s a common situation. You’re filling a finance assistant and a warehouse coordinator at the same time. Both job descriptions mention attention to detail. The candidate pools look similar on paper. Which test goes with which job? Does either one need an aptitude test, or is a skills test the better call? The right test can depend on what “failing” looks like in the job. When would a performance improvement plan be needed? Work backwards from there, and it makes the choice clearer. ## **The Three Categories: Aptitude, Skills, Behavioral Profiles** Before getting into specific tests, it helps to know what each category is built to measure. **Aptitude tests** measure how someone reasons: processing speed, problem-solving, accuracy under time pressure, the ability to handle tasks outside their direct experience. They predict performance on problems the candidate hasn’t seen before. **Skills tests** measure what someone can already do: accounting, Excel, grammar, typing. They tell you where a candidate is today. **Behavioral profiles** measure how someone shows up at work: reliability, stress management, assertiveness, how they handle conflict and pressure. They tell you what to expect from the person, not just the work. Most hiring decisions benefit from at least two of these. Some need all three. The rest of this post works through each. ![Aptitude Skills And Behavioral Profiles](https://employtest.com/wp-content/uploads/2026/10/Aptitude-Skills-and-Behavioral-Profiles-1-1024x768.webp)## **Aptitude Tests: How Someone Thinks** Aptitude tests belong in jobs where thinking through new situations is part of the work. Three types cover many hiring situations. ### **Cognitive Ability Tests: When Figuring Things Out Is the Job** A[ cognitive ability test](https://www.employtest.com/cognitive-ability-test-for-applicants/) measures how quickly and accurately someone processes new information, spots patterns across different contexts, applies logic to unfamiliar problems, and holds up under time pressure. [Studies found](https://doi.org/10.1037/0033-2909.124.2.262) cognitive ability to be one of the strongest predictors of job performance, particularly in jobs with a real learning component. For small and mid-sized businesses where employees have to figure things out without much support, that’s a real need. **Right fit**: office managers, team leads, operations coordinators, customer service supervisors, generalist admins. Jobs where thinking through a new situation on the fly matters more than any specific prior knowledge. For a practical guide to fitting this into a process that already has other steps,[ Using a cognitive aptitude test](https://www.employtest.com/hrblog/how-to-use-cognitive-aptitude-test-in-your-hiring-process/) covers the specifics. | *Jobs with a lot of on-the-fly decision making benefit from using a cognitive aptitude test. These applicants can just make better decisions, faster.* **Ken Crowell, Founder, EmployTest** | |---| ### **Numerical Reasoning: When Numbers Are the Actual Job** A math skills test and a numerical reasoning aptitude test look similar from the outside. They measure different things. A math test checks whether someone can calculate. Numerical reasoning checks whether they can use numbers to reach a sound conclusion. A payroll processor job with heavy math requires a math skills test when hiring. A finance assistant who produces reports with flawed conclusions needs numerical reasoning. The symptom is the same: bad numbers. The cause, and the test that would have caught it, are different. ***The math test tells you what they know. Numerical reasoning tells you what they can do with it under real work conditions.*** **Right fit**: finance, accounting clerks, payroll processors, inventory coordinators, and data analytics jobs that go beyond basic input. These candidates score more predictively on numerical reasoning than on a general cognitive measure, because the test mirrors what the work actually requires. ### **Attention to Detail: When Accuracy Is the Whole Job** Attention to detail tests measure three things: the ability to catch errors, compare information accurately, and hold that accuracy when working quickly. Timed, structured, unambiguous. **Right fit:** billing coordinators, compliance roles, quality control, admin jobs with heavy records or document processing. Jobs where the core task is consistent and errors have real downstream consequences. ***Cognitive ability and attention to detail are the two most commonly confused aptitude tests.*** Accuracy-first jobs require attention to detail. Judgment-first jobs need cognitive ability. Running the wrong one gives you data that answers the wrong question about the candidate. If you’re deciding between the two for a specific job, check out [this article](https://www.employtest.com/hrblog/attention-to-detail-test-vs-cognitive-aptitude-test/). ## **Skills Assessments: What Someone Can Do Today** Skills tests answer a different question from aptitude tests. A skills test measures what someone already knows how to do, verified under real conditions, not self-reported on a resume. Use a skills test when the job has a clear, measurable core competency you need to verify before hiring. An[ Accounting Knowledge Test](https://www.employtest.com/pre-employment-accounting-test/) for a bookkeeper or AP coordinator. An[ Excel Assessment](https://www.employtest.com/excel-assessment-test-for-applicants/) for roles that depend on spreadsheets. A[ Typing Speed and Data Entry Test](https://www.employtest.com/typing-speed-and-data-entry-tests/) for admin and processing roles. A[ general skills assessment](https://www.employtest.com/general-skills-assessment-for-applicants/) covers practical job knowledge across several areas: reading comprehension, grammar, math, and related working foundations. The question it answers is about practical readiness for common everyday tasks. ## **Behavioral Profiles: How Someone Shows Up** A behavioral profile measures what neither a skills test nor an aptitude test can: how a candidate actually behaves at work. Reliability, stress management, assertiveness, flexibility, how they handle conflict, whether they take initiative or wait for direction. These traits predict whether someone will be a low-maintenance hire or a constant management problem, regardless of how well they tested on skills or aptitude. For customer-facing jobs specifically, the[ Customer Service Aptitude Test](https://www.employtest.com/customer-service-aptitude-test/) measures four traits tied directly to that work: respectfulness, service orientation, stress management, and conscientiousness. It shows what a skills test won’t: whether someone is naturally patient when a customer is frustrated. ## **When to Pair Tests** One test answers one question. Most jobs have more than one. There are 3 things a test can tell you about a candidate: what they can do, how they reason, and how they behave at work. Most hiring decisions benefit from at least two of those. Some need all three. Skills plus a behavioral profile is a solid combination. An accounting skills test tells you whether a candidate knows the work. A personality profile test tells you how they show up: their reliability, stress management, assertiveness, flexibility, and whether their drive and team orientation actually fit the job. For customer-facing jobs, the Customer Service Profile adds what a skills test can’t show: whether someone is naturally patient, stays calm when a customer is frustrated, and recovers quickly when things go sideways. Pair it with a written communication test for jobs where email or chat is the primary channel. The starting point is still the same question: what does a bad hire in this job actually look like? Match the test setup to the answer. For a full look at what’s available by job and skill type, the[ full test list](https://www.employtest.com/tests/) covers everything EmployTest has. Most hiring mistakes are preventable. A candidate who interviews well but tests poorly is still the wrong hire. A candidate who tests well on skills but has the wrong behavioral profile is still the wrong hire. The tests exist to surface that before the offer goes out, not after the first performance review. --- ### [How to Test Skills in Remote Interviews](https://employtest.com/hrblog/how-to-test-skills-in-remote-interviews/) **Published:** October 2, 2026 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes TLDR:** Testing skills in remote interviews means getting past what candidates say about themselves. A pre-employment test shows you what a video call can’t. Start with the core task the job requires, keep conditions the same for every candidate, and use the test as a reality check on the interview. Most hiring managers don’t test skills in remote interviews at all. The video call goes well, reference checks out, and the decision gets made on how someone described their own experience. ***That’s taking a big bet, just on the hope they’re telling the truth.*** A few weeks in, their manager calls: invoices processed wrong, basic tasks taking three times as long as they should. Interviewed well, but the job is a different story. Remote hiring can make this happen more frequently. On a video call, candidates are in their own space with access to anything they’d want to reference. A strong communicator (or someone who’s using AI in real time during the interview) can talk about QuickBooks for twenty minutes without ever opening it. A skills test gives you more visibility to what you’re looking at. ## **What a video call actually tells you** A good video interview tells you real things. Communication style, how someone handles a question they weren’t ready for, whether their “vibes” fit the team. Those things matter. What it can’t show you is whether they can do the job. Asking ‘how proficient are you with Excel?’ is different from watching someone use it. Interview answers show confidence. A skills test shows the real deal. In remote hiring especially, those two can be further apart than you’d expect, because interviews reward people who speak confidently about their experience. In-person interviews used to include something practical almost by accident. A walkthrough of a system, a quick task, a minute of watching someone work. Remote hiring didn’t replace that with anything. Instead, it just added more calls. ## **Start with accounting** ![Why You Should Test Skills In Remote Interviews](https://employtest.com/wp-content/uploads/2026/10/Why-You-Should-Test-Skills-in-Remote-Interviews-300x223.webp) Accounting hiring is where this shows up clearly because the evidence arrives fast. A new hire who overstates their accounts payable experience isn’t caught in the interview. They’re caught when invoices come back wrong, when reconciliations need to be redone, when a task that should take an hour takes most of the day. A test session covering accounting math, accounts payable processing, QuickBooks proficiency, and financial reasoning gives you something the interview couldn’t: a score you can verify. The comparison is often the most valuable part: two candidates with matching resumes and equally polished interviews can perform very differently on tests. That difference is worth knowing before you hire. For a full breakdown of how to approach accounting candidates specifically,[ our article about screening accounting staff](https://www.employtest.com/hrblog/how-to-screen-accounting-staff/) covers the details. It’s also a useful gut check on your own instincts. Your strongest candidate might test poorly on the actual skills the job requires. That’s better to know now. The same approach works with any job with a measurable core skill. The test just has to match what the position actually requires day to day. ## **Where Most Employers Go Wrong** 20 years of working with HR managers and employers reveal a lot. The most common pattern: employers test for some jobs but not others. Whole categories of jobs get skipped, usually because someone decided testing wasn’t worth the effort for that position. The jobs that get skipped tend to be the ones where a consistent baseline matters most. Cognitive ability and behavioral tests are valuable for almost any entry-to-mid-level role, not just specialized positions. Employers who recognize that build a consistent standard. Everyone else is guessing job by job. The whole point of a consistent test is comparison. A candidate who interviews smoothly and scores well tells you something. | ***In our 20 years, we’ve seen this happen a lot: Hiring manager wants to test, but HR doesn’t want to bother. Those managers pay the price with a lower-quality hire.***Ken Crowell, Founder, EmployTest | |---| ## **Matching the Test to the Job** Admin support:** typing speed and accuracy, attention to detail, and basic software proficiency. Actual scores, not self-assessments of how careful they are. **Customer-facing jobs:** a customer service assessment. It puts candidates in actual scenarios rather than asking them to describe how they’d handle one. For jobs that are primarily email or chat, an office grammar test is worth layering in on top. Operations and logistics:** Math reasoning and attention to detail. These predict performance in ways a resume won’t show you. Fully remote candidates:** a[ remote work assessment](https://www.employtest.com/remote-work-test-for-applicants/) covers the specific habits and skills that predict success in that environment. Entry-level jobs:** a[ general skills assessment](https://www.employtest.com/general-skills-assessment-for-applicants/) gives you a broad baseline across several areas at once without having to pick a single narrow measure. The interview and the tests work best as a pair. For the decision itself,[ running a virtual interview](https://www.employtest.com/hrblog/how-to-conduct-virtual-interviews/) covers how to structure it so both pieces complement each other. Remote hiring changed the format. The standard for a good hire didn’t move. You’re still looking for someone who can do the job, and a skills test is one of the fastest ways to find out if they can. Start with a [free sample test](https://employtest.com/pre-employment-test-sample/) for the role you’re filling right now and build from there. --- ### [How to Test AI Skills When Hiring for Office Roles](https://employtest.com/hrblog/how-to-test-ai-skills/) **Published:** August 26, 2026 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes **TLDR:** Every job candidate says they’re great with AI. Almost no one checks if that’s true before hiring. This article shows what real AI skills look like in an admin, office manager, or receptionist position, why interviews miss it, and how to add a quick AI skills test to your hiring process. You’ve seen it by now. Every resume says the same thing: comfortable with AI, skilled with AI tools, AI-savvy. It means nothing anymore. Nobody checks if it’s true and an AI skills test would catch it in five minutes. An office manager candidate sends you a sample schedule built with AI. It looks decent. The real question is what she asked the AI for. A vague prompt like “build me a weekly schedule” gets a generic schedule back, one that ignores who covers lunch, whose shifts can’t overlap, who requested Friday off. A specific prompt that spells out those constraints gets something built for the actual job. You can’t tell which kind of prompt she used just by looking at the result. Two admins both used AI to draft the same client follow-up email. One typed “write a follow-up email.” One told it to keep it under five sentences and sound firm, not apologetic, since the client already said no once. Read both emails. One of them will make you wince. That’s how hard it is to separate a real skill from a claimed one. If it took a full study to answer that question, you’re not catching it by skimming a resume for thirty seconds. ## **What do AI skills look like on the job?** So what does real AI skill look like? Start with the prompt. A clear, specific request gets a good answer the first try. A vague one means three rewrites and wasted time. Then there’s order. A project plan or a report needs steps that make sense, and AI makes that worse when someone doesn’t already think that way on their own. Someone also needs to catch mistakes. AI tools screw up charts and numbers all the time, and somebody has to notice instead of nodding along. Checking the reasoning counts too. AI sometimes hands you an answer that sounds right but isn’t. Someone has to catch that before it goes out the door. And somewhere in a messy pile of numbers, a real pattern needs spotting. That’s what separates someone who actually gets the tool from someone who’s just clicking buttons. None of this shows on a resume . A clean spreadsheet or a well written email looks good either way, whether AI helped build it or not. What a work sample can’t show you is whether the person behind it can write a sharp prompt, order information correctly, or catch it when the AI gets something wrong. EmployTest built a test that covers these skills in one sitting. You get an actual score, not a guess. Worth a look before building something from scratch:[ Artificial Intelligence Test for Applicants](https://employtest.com/artificial-intelligence-test-for-applicants/). ![Where Ai Testing Fits In Hiring](https://employtest.com/wp-content/uploads/2026/08/Where-AI-Testing-Fits-in-Hiring-1024x576.webp)## **Fitting it into a hiring process that already works** You don’t need to change your whole hiring process for this. Add the test right after you screen resumes, before you set up interviews. Candidates who can’t back up their claims drop out early, and you save an hour of interview time. Match the test to the job. A receptionist and an office manager use AI differently day to day, so the same score means something different for each. If a resume talks up AI skills and the test score doesn’t match, bring it up in the interview. That’s a fair question. ## **Round it out with tests you already trust** This test works even better next to a few others. An [Attention to Detail Test](https://employtest.com/attention-to-detail-test/) catches the same thing you’re checking for: whether someone notices when AI gets something wrong. A [Cognitive Ability Test](https://employtest.com/cognitive-ability-test-for-applicants/) checks if someone can judge AI’s reasoning, not just copy the output. And Excel is its own trap. A candidate who knows Excel can explain a formula. One who let AI build it usually can’t, and an [Excel Assessment Test](https://employtest.com/excel-assessment-test-for-applicants/) catches that in minutes. Add any of these to the mix and you’ll know a lot more than whether someone’s comfortable with a chatbot. Trusting a resume used to be enough. That’s getting expensive fast. The hiring managers catching this early are the ones checking for it now, instead of finding out six months in that the “AI-savvy” hire needs help with everything. EmployTest runs on block-based credit packs with no annual commitment, so adding one more test to the lineup doesn’t mean signing a new deal. For a longer look at how AI is reshaping which office roles look different a year from now,[ this piece on jobs AI will replace and create](https://employtest.com/hrblog/jobs-ai-will-replace-and-create/) is worth a read. --- ### [Government Hiring Challenges | How Pre-hire Tests Can Help](https://employtest.com/hrblog/government-hiring-challenges/) **Published:** June 5, 2026 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ***Government hiring challenges are real. But the biggest one isn’t the candidate pool or the timeline.*** It’s that only a few HR teams are screening candidates properly. Only[ 9 percent of state and local governments](https://www.missionsq.org/about-us/news-and-updates/media-inquiries/news-20250708-msqstateandlocalgovernmentemployersfacedfewerhiringchallengesinthepastyear.html) use skills assessments when hiring. The rest are making decisions based on resumes and interviews, and wondering why the wrong people keep getting through. **TL;DR** Local government hiring challenges are shifting. More people are applying, but most city and county HR teams are still screening with just resumes and interviews. That gap is where bad hires happen. A 20-minute skills assessment changes that. Cognitive aptitude, data entry accuracy, and customer service tests give you something real to work with before anyone walks into an interview. ## **The Screening Process Hasn’t Kept Up** Here’s the number that tells the real story. That same[ MissionSquare report](https://www.missionsq.org/about-us/news-and-updates/media-inquiries/news-20250708-msqstateandlocalgovernmentemployersfacedfewerhiringchallengesinthepastyear.html) found that only 9 percent of state and local governments use skills assessments as part of their hiring process. Nine percent. The other 91 percent are still making decisions based almost entirely on resumes and interviews. A resume tells you where someone’s been. An interview tells you how well they talk about it. Neither one tells you what they can actually do. ## **The Timeline Problem Isn’t Going Away Either** Local government time-to-hire runs[ 80 to 180 days](https://www.phenom.com/blog/public-sector-recruitment-strategies). Private sector employers fill the same types of roles in 36 to 42 days. You can’t change public sector posting requirements. You can’t cut the approval chain in half overnight. But you can make better use of the candidates you do have. And that starts at the screening stage, not the interview stage. A[ 2026 Work for America report](https://www.workforamerica.org/press/work-for-america-report-finds-public-sector-attracting-more-applicants-but-struggling-to-convert-hires) put it directly: applicant volume is up, but hiring systems aren’t converting that interest into the right hires. The bottleneck has moved from sourcing to selection. ### **What Bad Hires Actually Cost in Local Government** According to[ SHRM](https://www.shrm.org/topics-tools/news/shrm-benchmarking-report-4129-average-cost-per-hire), the average cost per hire across industries is $4,700. For local government, that number climbs fast. Constrained training budgets, longer onboarding curves, and limited HR capacity mean a bad hire in an admin or clerical role costs significantly more than the initial recruiting spend. And the downstream damage is real. A billing clerk who can’t reconcile accurately. A payroll processor who misses filing deadlines. A data entry hire who works slowly and makes errors. These aren’t abstract risks. They show up in public records, vendor payments, and employee paychecks. ## **The Roles Worth Testing and What to Use** For most city and county admin positions, a short assessment takes 20 minutes and tells you more than a 45-minute interview ever will. [Cognitive aptitude:](https://employtest.com/cognitive-ability-test-for-applicants/) Can this person process information, follow instructions, and handle detail work without constant supervision? [Data entry accuracy](https://employtest.com/typing-speed-and-data-entry-tests/): How fast are they, and how clean is the work? You’ll know before they touch a single record. Grammar and writing: For any role that involves reports, intake forms, or public-facing communication, this one separates strong candidates from weak ones quickly. Customer service aptitude: For roles with public interaction, a behavioral assessment tells you how someone handles pressure and difficult situations before you’ve made a commitment. Browse the full test library at[ employtest.com/tests](https://employtest.com/tests). ## **Volume Hiring Makes This More Important, Not Less** More applicants means more decisions to make, often with the same small HR team and the same compressed timeline. A skills screen gives every candidate the same 20-minute test. You get a ranked, objective view of your pool before a single interview is scheduled. That’s not a longer process. It’s a smarter one. Ninety-one percent of local governments haven’t tried it yet. That’s the gap worth closing. Start with one role.[ See how pre-employment testing works for local government positions.](https://employtest.com) --- ### [How to Hire Seasonal Employees](https://employtest.com/hrblog/how-to-hire-seasonal-employees/) **Published:** June 17, 2026 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Knowing how to hire seasonal employees sounds easy until you’re two weeks into your busiest season and half your staff isn’t working out. It happens every year. Fast applications, quick interviews, gut-feel decisions. Then the season starts and reality shows up. Here’s what actually changes it. ## **How to Hire Seasonal Employees: TL;DR** Seasonal hiring feels low-stakes until a bad hire costs you three weeks of your busiest season. Hospitality turnover is high, and the average cost per hire is $4,700 whether the role lasts 10 weeks or 10 years. A short skills test before interviews, customer service aptitude, cognitive aptitude, or data entry accuracy depending on the role, takes 20 minutes and saves you from finding out the hard way. ### **The “Short Role, Short Process” Trap** Seasonal hiring feels low-stakes. Three months, limited training, probably won’t see them again after Labor Day. That thinking is exactly how you end up short-staffed in August. The hospitality industry runs annual turnover of 73.8%, according to the Bureau of Labor Statistics[ as reported by InfoMart](https://www.infomart-usa.com/blog/the-dos-and-donts-of-seasonal-hiring-in-hospitality/). The healthy benchmark across industries is 10 to 15 percent. In 2024, quit rates in leisure and hospitality ran[ 204 percent above the national average](https://escoffierglobal.com/blog/hospitality-hiring-trends-what-employers-need-to-know/), with monthly separation rates averaging 5 to 6 percent. These aren’t abstract industry numbers. They show up in individual businesses, individual seasons, individual bad hires who don’t last long enough to matter. ## **A Bad Seasonal Hire Costs More Than You Think** With a permanent role, you have time to recover. You can coach, manage, or backfill over weeks or months. With a 10-week summer position, a hire who doesn’t work out is the season. According to[ SHRM](https://www.shrm.org/topics-tools/news/shrm-benchmarking-report-4129-average-cost-per-hire), the average cost per hire is $4,700. That’s before lost productivity, coverage gaps, and the damage that happens when a front-facing role is underperforming during your peak weeks. You don’t get a second shot at the guests who walked in when your team was struggling. ## **What to Screen For When Hiring Seasonal Employees** The goal with seasonal candidates isn’t perfection. It’s finding people who get up to speed fast and do the job reliably for a defined window. That comes down to three things. **Customer service aptitude:** Some people are wired for it. Others aren’t, and a five-minute interview at a job fair won’t tell you which is which. A behavioral assessment shows you how someone responds when a guest is frustrated or a situation gets tense. **Cognitive aptitude:** Can this person learn your systems in the first week? Or will they still be figuring out the basics in week four? A short aptitude test tells you before anyone shows up for their first shift. **Attention to detail:** For billing support, admin, or data entry roles, errors from a seasonal hire don’t disappear when summer ends. They stay in your records. One or two targeted tests is enough. You don’t need an exhaustive battery for a 90-day role. ### **Match the Test to the Role** Customer-facing positions (front desk, guest services, recreation programs): start with a customer service aptitude assessment. Pair it with skills tests if you also want to check specific things Admin, billing, or data entry: a cognitive aptitude test combined with a data entry accuracy assessment tells you speed, accuracy, and whether someone can handle repetitive detail work without burning out. Any role with written communication: a grammar and business writing test takes 15 minutes and immediately separates strong candidates from weak ones. Browse the full library including the Attention to Detail test and customer service assessments at[ employtest.com/tests](https://employtest.com/tests). ## **Volume Hiring Is When Structure Matters Most** “We’re hiring 15 people at once. There’s no time to test everyone.” Think about what that actually looks like. Fifteen back-to-back interviews. Gut-feeling your way through all of them. Hoping each conversation gives you something useful. A 20-minute assessment gives you the same objective data point on every single candidate, regardless of who’s running the session or what day it is. You get a ranked view of your pool before interviews even start. Volume hiring is exactly when a fast, consistent filter pays off. ### **Start Before You Think You Need To** Hiring experts recommend starting seasonal recruitment three to four months before[ peak season](https://employtest.com/hrblog/when-is-hiring-season/). Most businesses wait too long, then make rushed calls under pressure. That’s how the week-three problem starts. Build a short assessment into your standard application process before the season ramps up. Strong candidates go to interviews. The ones who aren’t ready yet save you both time. You still make the final call. You’re just making it with better information. Test the skill that matters.[ Start here.](https://employtest.com/pre-employment-test-sample/) --- ### [How to Screen Front Desk Receptionists Before Hiring](https://employtest.com/hrblog/how-to-screen-front-desk-receptionists/) **Published:** July 22, 2026 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes **TLDR:** Screening front desk receptionists before you hire helps you spot strong communicators, confirm typing and organizational skills, catch customer service gaps, and avoid the cost of a bad hire. This guide covers what to test for, common screening mistakes, and how to build testing into your process. ## **Why This Hire Matters** Screening front desk receptionists before you hire protects your business from a costly mismatch at the front door. Your reception staff is the first voice a customer hears and the first face a visitor sees. Before a client ever meets your sales team or a patient ever sees a doctor, the receptionist has already shaped their opinion of your business. ***That makes this hire more important than the job title suggests.*** Small businesses often treat the front desk as an easy position to fill. The job posting goes up, a handful of resumes come in, and the person with the friendliest interview gets the offer. That approach skips the one thing that actually predicts success on the job: real evidence of skill. ![How To Screen Front Desk Receptionists Before Hiring](https://employtest.com/wp-content/uploads/2026/07/How-to-Screen-Front-Desk-Receptionists-Before-Hiring--1024x768.webp)\#image\_title### **What a Bad Receptionist Hire Really Costs** Replacing a bad hire adds up fast. [SHRM](https://www.shrm.org/topics-tools/news/talent-acquisition/real-costs-recruitment) puts the average cost per hire at nearly $4,700 across industries, covering job postings, interview time, and onboarding. The [Bureau of Labor Statistics](https://www.bls.gov/ooh/office-and-administrative-support/receptionists.htm) reports the median receptionist wage at $17.90 an hour, or about $37,230 a year. Those numbers only cover the direct costs. A new receptionist who struggles with the phone system, mishandles a visitor, or falls behind on scheduling creates a ripple effect. Callers wait longer. Messages get lost. Your team spends time correcting mistakes instead of focusing on their own work. ***None of that shows up on an invoice, but it shows up in how smoothly your office runs.*** ![The Cost Of A Bad Hire](https://employtest.com/wp-content/uploads/2026/07/The-cost-of-a-bad-hire-1024x768.webp)\#image\_title### **Common Screening Mistakes That Let Weak Candidates Through** Most hiring mistakes happen before the interview even starts. A resume tells you where someone worked, not how well they perform. An unstructured interview tells you how someone talks about their skills, not whether they have them. Relying only on these two steps means you are hiring on impression rather than ability. A candidate can sound confident and organized in an interview and still struggle once they are managing a ringing phone, a waiting visitor, and three open tasks at once. ## **What to Test For** Typing and data entry speed matter most for front desk staff. Receptionists log messages, update schedules, and enter visitor information constantly. The[ Typing Speed and Data Entry Tests](https://employtest.com/typing-speed-and-data-entry-tests/) confirm a candidate can keep pace without slowing everyone else down. **Customer service aptitude** comes next. A candidate might type fast and still struggle to stay patient with a frustrated visitor or an irritated caller. The[ Customer Service Aptitude Test](https://employtest.com/customer-service-aptitude-test/) surfaces that gap before it becomes a problem on your floor. **Attention to detail** rounds out the practical skills. Front desks run on accuracy: comparing visitor logs, following instructions precisely, proofreading outgoing messages, and catching small errors before they become big ones. The[ Attention to Detail Test](https://employtest.com/attention-to-detail-test/) measures exactly this, along with basic keyboarding. **Microsoft Office proficiency** deserves a look too. Most front desks run on a mix of scheduling tools, email, and office software built around Word, Excel, and Outlook. The[ Microsoft Office tests](https://employtest.com/microsoft-office-skills-test/) confirm if a candidate can pick up your systems quickly instead of needing extra training time. General skills round things out. Grammar, spelling, and basic math come up constantly at a front desk, from drafting a quick email to calculating a simple invoice total. The[ General Skills Assessment](https://employtest.com/general-skills-assessment-for-applicants/) covers all three in a single test. ## **What This Looks Like Day to Day** Let’s say you have 2 candidates applying for the same front desk position. Both interview well. Both have impressive resumes. One breezes through a scenario-based typing and communication test. The other struggles to keep pace and fumbles a mock difficult caller. Without testing, you’d likely never see that difference until weeks into the job, once real calls are being mishandled, and real visitors are waiting too long. With testing, you see it **before you extend an offer, when it costs you nothing to walk away.** ## **The Bottom Line** A front desk hire shapes how your business is perceived from the very first interaction. Testing candidates before you hire gives you real evidence of their skills, not just a strong first impression in the interview room. It takes one extra step in your hiring process and protects both your budget and your brand. And the best part? You can even try a [free sample test today](https://employtest.com/pre-employment-test-sample/)! --- ### [How to Hire Call Center Agents Before They Interact With Customers](https://employtest.com/hrblog/how-to-hire-call-center-agents/) **Published:** July 27, 2026 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes **TLDR:** Hiring call center agents who can actually handle the phones starts with testing for the skills that predict success: clear communication, composure under pressure, sharp problem-solving, and the ability to pick up your systems quickly. This guide covers what to test for, why turnover makes hiring right the first time so important, and how to build pre-hire testing into your process. ## **Why Should You Hire the Right CSR the First Time?** There’s no redo on a live call or chat. A front desk [receptionist](https://employtest.com/hrblog/how-to-screen-front-desk-receptionists/) is allowed a bad moment here and there. A call center agent gets dozens of them a day, with frustrated customers queued up before the call even starts. Handle it well, and the customer hangs up feeling heard. Handle it badly, and you get a longer call, a bad review, or worse, a canceled account. Because so much of your customer relationship runs through this one seat, who you put in it matters more than almost any other entry-level hire you’ll make. ![McKinsey's research on call centers found that annual turnover runs as high as 60%.](https://employtest.com/wp-content/uploads/2026/07/image-1024x768.jpg)## **Half Your Team Won’t Be There Next Year** Call centers face some of the highest turnover of any industry. [McKinsey’s research](http://mckinsey.com/capabilities/operations/our-insights/customer-care-the-future-talent-factory) on call centers found that annual turnover runs as high as 60%. Even the best-run teams lose one in five agents a year. Replacing 1 agent costs between $10,000 and $20,000 if counting recruiting, training, lost productivity, and the coverage gaps left behind. (gut-wrenching stat) Hire the wrong person, and they burn out or get pushed out, and you’re back to square one with an open seat and a queue of angry customers. It also means you’re constantly training people who were never a good fit to begin with, which keeps the turnover problem going. ## **Where the Process Usually Breaks** Call centers are always hiring under pressure. An empty seat means lost coverage, so the instinct is to move fast and hope for the best. ***Here’s the problem with that.*** A resume tells you where someone has worked, not how they handle a customer who’s already yelling. An interview tells you how confidently someone talks about staying calm, which is a completely different skill from actually staying calm. The only way to know for sure is to ***test it before hiring***, not after the first bad call. ## **What to Test For In Call Center Agent Applicants?** Composure comes first, because it’s hard to fake and the easy thing to get wrong. Lots of candidates interview fine and then fall apart the first time a customer raises their voice. The[ Emotional Intelligence Profile Test](https://employtest.com/emotional-intelligence-profile-test-for-applicants/) shows you how someone actually regulates under pressure, not how they describe themselves under pressure. A good CSR hears past the complaint to the actual issue and works toward a fix instead of reading from a script. The[ Cognitive Ability Test](https://employtest.com/cognitive-ability-test-for-applicants/) measures how fast and how accurately someone reasons through something new. Agents need to explain a solution clearly, keep their tone steady, adjust for a difficult customer, and still get the notes right while they’re talking. The[ Customer Service Aptitude Test](https://employtest.com/customer-service-aptitude-test/) shows you how a candidate handles a real interaction, not a rehearsed one. Yes, typing speed still counts for something. Agents are logging notes and pulling up account details mid-call, and someone who can’t keep pace falls behind fast. The[ Typing Speed and Data Entry Tests](https://employtest.com/typing-speed-and-data-entry-tests/) catch that early. Between the CRM, the ticketing system, the knowledge base, and their chat tool, a new hire who picks it up fast needs a fraction of the hand-holding. The[ Computer Skills Test](https://employtest.com/computer-skills-test-for-job-applicants/) tells you who that is, before you spend weeks finding out the hard way. ![What to Test For in Call Center Agent Applicants? Emotional Intelligence Problem-solving Customer communication Typing and data entry Computer skills](https://employtest.com/wp-content/uploads/2026/07/image-1-1024x1024.jpg)\#image\_title## **Questions Worth Asking Alongside the Tests** Pre-testing narrows the field. It doesn’t replace the interview, but can be a better use of time, since you’re no longer spending it on candidates who were never going to make it past week 1. Once a candidate clears the tests, a few questions dig up what the scores alone can’t. **“Tell me about a call that didn’t go the way you planned. What did you do?”** gets at real feelings, instead of rehearsed composure. **“How do you keep your notes straight when a call is moving fast?”** ties directly back to the note habits the typing test already flagged. **“What’s a tool or system you picked up quickly at a past job?”** gives you a plain-language version of what the Computer Skills Test just measured, in the candidate’s own words. ### **The Bottom Line** Call center agents carry more of your customer relationships than almost anyone else on staff, one call at a time, in a job most people don’t stick around long enough to get good at. Testing before you hire is how you find out who actually can do it, before a customer does. What does this look like in practice? [Try a free sample test ](https://employtest.com/pre-employment-test-sample/)and see for yourself. --- ### [Should You Share Test Scores With Candidates? What to Say Instead](https://employtest.com/hrblog/should-you-share-test-scores-with-candidates-what-to-say-instead/) **Published:** August 3, 2026 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes **TLDR:** Sharing test scores with candidates creates more confusion than it solves. A score is just one part of a decision that may also include interviews, experience and references, but once a candidate sees the number, they think it explains everything. Keep scores with the hiring team, and give candidates a real, timely update instead. Sharing test scores with candidates is one of the most common requests hiring teams hear after a pre-hire test, and it’s also one of the easiest to handle badly. A candidate finishes the test, a few days pass, and an email lands asking how they did. ***The instinct to just tell them feels kind. It also tends to backfire.*** ## **Why the Request Feels Reasonable** The candidate finished the test a few days ago. They’re nervous, they want closure, and a number feels like the fastest way to get it. So they ask. And some hiring teams, wanting to seem transparent, are tempted to just tell them. ***Don’t. Or at least, not the way you’re picturing it.*** ## **Four Reasons to Keep the Number In-House** **A score means little without a comparison group.** Skills assessments are built to rank applicants against each other, and that comparison is where the number gets its value. A 74 might place someone in the top quarter of applicants for one role and the bottom half for another. Without that context, the number invites guesswork. **It reshapes how the whole decision gets read.** Once a candidate has that number, it becomes the lens for everything else. An applicant who scored well but interviewed poorly, or who has gaps in their work history, starts to feel like the outcome didn’t add up. The score becomes the story, even when it was always just a part of it. **It puts your team in a defensive position.** A visible number turns “we went another direction” into “explain this number to me.” Hiring managers end up re-hashing a decision built from interview performance, references, and overall fit. That’s a conversation with no winners. **It protects the assessment for the next applicant.** Test questions and scoring methods hold up over time because the details stay out of general circulation. Sharing specific results with one candidate, even informally, chips away at that over time. Research backs this up in an interesting way. A [meta-analysis of applicant reactions](https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1468-2389.2009.00478.x) found that explaining the hiring process to candidates modestly improved how fair they felt it was. But a separate[ study](https://www.researchgate.net/publication/232521851_Applicant_Reactions_to_Rejection_Feedback_Fairness_and_Attributional_Style_Effects) found something almost backwards: rejected candidates who got detailed performance feedback actually reported feeling worse than the ones who got none at all. ***Explaining how the process works helps. Handing over the specifics of why someone lost usually doesn’t.*** ![Most Rejected Applicants Get No Feedback](https://employtest.com/wp-content/uploads/2026/08/Most-Rejected-Applicants-Get-No-Feedback-1024x683.webp)\#image\_title## **What to Say When a Candidate Asks** Have the language ready before the question shows up, so nobody’s caught off guard - **“It’s our practice to keep individual assessment results within the hiring team.”** This reads as steady rather than evasive, since it applies to every candidate the same way, not just the one asking. - **“Thank you for your interest and for the time you put into the process. We’ve decided to move forward with another candidate.**” Handles the vast majority of rejections, testing included, without inviting a debate. - If they push back, let them vent for a second before redirecting: **“I know this is a hard one to hear, but we want every new hire to be a fit for both them, and us.** Candidates almost always land better when they feel heard first. And if you want a bigger precedent to point to: even the[ federal government’s own hiring process](https://support-usahire.opm.gov/hc/en-us/articles/45424525942675-Assessment-Results-FAQs) keeps individual assessment results out of candidate communications, by policy, for the same reason. Consistency is the whole point. ## **Give Them Something Better Than a Number** Silence is the weaker alternative here, and it’s the default most companies fall into.[ Talent Board’s candidate experience research](https://www.ere.net/articles/latest-findings-on-giving-feedback-to-candidates-show-missed-opportunities) found that most rejected applicants got zero feedback after screening or interviewing. That’s a low bar, and it’s an easy one to clear. A short, timely note goes a long way: **thank them for their time, confirm the role’s been filled, offer genuine encouragement if there’s any to give.** The same research found candidates who got specific, constructive feedback at the interview stage were far more likely to refer others and consider reapplying later. None of that requires the score. It just requires treating the candidate like someone who gave you real time and deserves a real reply. ## **Where the Score Actually Belongs** The score matters, and it belongs on your side of the table. Use it to compare candidates against each other and to sharpen the questions you ask in the[ interview room](https://employtest.com/hrblog/interview-techniques-for-employers/). A low score is worth a second look before you rule someone out, especially if the rest of the application is strong. A high score deserves a real interview. Remember, use test scores the way they’re meant to be used, and let the candidate walk away with something better than a number: a straight answer, delivered with respect. If you’re weighing which tests would actually strengthen your process,[ take a look at the full test library](https://employtest.com/tests/) or[ book a quick consult](https://employtest.com/employtest-pricing/) and we’ll help you figure out what fits. ### **Sources** - U.S. Office of Personnel Management. “Assessment Results FAQs.” USA Hire Applicant Resource Center.[ support-usahire.opm.gov/hc/en-us/articles/45424525942675](https://support-usahire.opm.gov/hc/en-us/articles/45424525942675-Assessment-Results-FAQs) - SHRM. “How You Reject a Job Candidate Defines Your Recruitment Strategy.”[ shrm.org/topics-tools/news/talent-acquisition/how-reject-job-candidate-defines-recruitment-strategy](https://www.shrm.org/topics-tools/news/talent-acquisition/how-reject-job-candidate-defines-recruitment-strategy) - Truxillo, D. M., Bodner, T. E., Bertolino, M., Bauer, T. N., & Yonce, C. A. (2009). “Effects of Explanations on Applicant Reactions: A Meta-Analytic Review.” International Journal of Selection and Assessment, 17(4).[ onlinelibrary.wiley.com/doi/abs/10.1111/j.1468-2389.2009.00478.x](https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1468-2389.2009.00478.x) - Schinkel, S., van Dierendonck, D., van Vianen, A., & Ryan, A. M. (2011). “Applicant Reactions to Rejection: Feedback, Fairness and Attributional Style Effects.” Journal of Personnel Psychology, 10(4).[ researchgate.net/publication/232521851](https://www.researchgate.net/publication/232521851_Applicant_Reactions_to_Rejection_Feedback_Fairness_and_Attributional_Style_Effects) - ERE Media. “Latest Findings on Giving Feedback to Candidates Show Missed Opportunities” (Talent Board CandE research).[ ere.net/articles/latest-findings-on-giving-feedback-to-candidates-show-missed-opportunities](https://www.ere.net/articles/latest-findings-on-giving-feedback-to-candidates-show-missed-opportunities) --- ### [5 Clerical Skills All Your Employees Must Have](https://employtest.com/hrblog/must-have-clerical-skills/) **Published:** March 6, 2026 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ## **What are Clerical Skills?** Clerical skills include a range of abilities that employees need to perform in the workplace. These skills include verbal and written communication, attention to detail, project and calendar management, computer skills, and [conflict management](https://www.coursera.org/articles/conflict-management). [See Pricing](https://employtest.com/employtest-pricing/) [Explore The Clerical Skills Test](https://employtest.com/basic-employment-skills-test/) When hiring new employees, focusing on [job-specific skills](https://www.myshortlister.com/skills-management-software/vendor-list) is only natural. After all, you want your bookkeepers to be adept at accounting, your office staff to be tech-savvy, and your IT team to have superb detail orientation. However, what often gets overlooked in the hiring process are the fundamental, general workplace abilities that are important for every role. Looking into candidates’ clerical skills can help ensure your employees’ overall competence. **Why Clerical Skills Still Matter** Clerical ability remains one of the most widely used skill sets in the modern workplace. According to the [U.S. ](https://www.bls.gov/opub/ted/2024/18-5-million-office-and-administrative-support-jobs-in-may-2023-12-2-percent-of-total-employment.htm)[Bureau of Labor Statistics,](https://www.bls.gov/opub/ted/2024/18-5-million-office-and-administrative-support-jobs-in-may-2023-12-2-percent-of-total-employment.htm) office and administrative support occupations accounted for **about 18.5 million jobs in the United States**, making it the **largest occupational group in the workforce**. These skills are the foundational capabilities that enable employees from every sector or industry, whether government or private, to function effectively in a professional environment. ### **What is the Difference Between Clerical and Administrative Skills?** Clerical and administrative skills, while often used interchangeably, have distinct differences. Clerical skills focus on specific office tasks like data entry and filing, while administrative skills encompass broader responsibilities such as office management and decision-making. For admin roles, [computer skills test for job applicants](https://employtest.com/computer-skills-test-for-job-applicants/ "Computer Skills Test for Job Applicants") helps verify core office skills up front. Clerical roles are often entry-level, while administrative positions require more experience and involve higher-level organizational abilities. **What Are the Essential Clerical Skills for Employees? (Video)** ## **5 Must-Have Clerical Skills for Every Employee** These clerical skills are the cornerstone of a successful career in the corporate world, as well as government. #### **1. Verbal and written communication** Effective communication is vital in any organization. Employees must be able to explain their thoughts clearly and professionally in written form and during verbal interactions. ![Two female colleagues having a conversation](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1443633212.jpg) In government agencies, for example, employees often need to communicate with people from all walks of life, from constituents seeking assistance to co-workers and superiors in various departments. Recruiters can assess this skill through [clerical skills tests](https://employtest.com/basic-employment-skills-test/) that help evaluate applicants’ ability to express themselves precisely, persuasively, and professionally. #### **2. Attention to detail** Whether it’s a data analyst crunching numbers or a service representative ensuring customer satisfaction, overlooking even the tiniest details can lead to substantial, costly errors. These errors can range from simple typos in a report to misplacing a decimal point in a financial statement. As such, consistently producing work without errors or inconsistencies is a non-negotiable for your day-to-day operations. In customer-facing roles, a lack of attention to detail can result in customer dissatisfaction, negative reviews, and a damaged reputation. Likewise, maintaining high standards is crucial for public trust and accountability in government positions. > ***Did you know?*** *An [attention-to-detail](https://employtest.com/attention-to-detail-test/)*[ *test*](https://employtest.com/attention-to-detail-test/) *can be a valuable tool for recruiters. This test evaluates a candidate’s ability to spot errors and inconsistencies in documents and data for highly accurate outputs.* #### **3. Project and calendar management** Employees must effectively juggle multiple tasks, meet deadlines, and prioritize work. When workers fulfill these responsibilities, you can expect your company’s overall productivity to improve. By using [pre-employment assessment tests](https://employtest.com/tests/), you can evaluate an applicant’s project and calendar management skills, guaranteeing they can consistently stay organized and meet deadlines. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") #### **4. Computer skills Computer skills are required for nearly every role in today’s work world. Especially with the growing popularity of [hybrid work arrangements](https://time.com/6281252/return-to-office-hybrid-work/), you want to make sure your workforce can operate the programs and applications your organization uses on a daily basis. Employees should know how to troubleshoot common computer problems, so they can resolve technical issues themselves while working remotely. ![Female employee on a zoom meeting while working from home. Clerical skills computer skills](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1854698461.jpg) Whether you work in government or the private sector, proficiency in basic software applications is a must. A [computer skills assessment](https://employtest.com/computer-skills-tests-for-applicants-employees/) can help your recruitment team gauge applicants’ comfort level with standard software tools. #### **5. Conflict management and ability to work with others** Conflicts and disagreements are common in any company. Employees must have the ability to handle these situations professionally and civilly to maintain pleasant working relationships with their colleagues. Workplace conflicts can also impact your operational productivity, so it’s important to hire employees who know how to deal with disagreements without letting these affect their performance. The [emotional intelligence test](https://employtest.com/emotional-intelligence-profile-for-applicants/) is a tool your recruiter can use to evaluate a candidate’s personality and ability to effectively work with others. ## Clerical Skills Examples: Key Tasks and Competencies Clerical job skills vary by role, but some examples highlight their importance: - **Receptionists**: Greeting visitors, managing phone calls, and scheduling appointments require excellent communication and organizational skills. - **Data Entry Clerks**: Accurate typing, data verification, and software proficiency are crucial. - **Administrative Assistants**: Document preparation, meeting coordination, and record-keeping demand attention to detail and multitasking abilities. - **Customer Service Representatives**: Resolving queries and managing databases necessitate a mix of interpersonal and technical skills. ## Clerical Job Skills: Essential Abilities for Workplace Efficiency So, what ties all these roles together? What are the core abilities that make someone a clerical superstar? #### **Multitasking** Handling several tasks simultaneously without compromising quality. For example, a receptionist might answer phone calls while scheduling appointments. #### **Typing Proficiency** Achieving speed and accuracy in data entry tasks, such as preparing financial reports or updating inventory records. #### **File Management** Organizing digital and physical files systematically to ensure easy retrieval. This is essential for roles in government agencies or legal departments. #### **Basic Math Skills** Performing calculations accurately for administrative tasks, like budget tracking or invoice management. #### **Adaptability** Adjusting to new tools, processes, and workplace changes, such as learning cloud-based project management tools. Put all these skills together, and you’ve got a recipe for clerical success. ***But how can you tell if your candidates have the right ingredients?*** ### **What is a Clerical Skills Test?** A [Clerical Skills Test](https://employtest.com/basic-employment-skills-test/) assesses a job candidate’s proficiency in common office tasks like typing, data entry, filing, proofreading, and basic math. Employers use these tests to determine if applicants can efficiently handle essential administrative duties for roles such as administrative assistants, receptionists, and data entry clerks. ### Why Employers Test Clerical Skills Before Hiring Many hiring managers assume candidates already have basic office skills. In reality, that assumption often leads to problems after the hire. Common issues include: - slow or inaccurate data entry - formatting errors in reports and documents - difficulty using office software - missed deadlines due to poor organization Pre-employment clerical assessments help verify these skills before a candidate joins the team. A clerical skills test typically measures: - typing accuracy and speed - proofreading ability - data entry accuracy - basic math skills - document formatting Testing these abilities during the hiring process helps employers identify candidates who can handle everyday office tasks without extensive training. ### Frequently Asked Questions About Clerical Skills #### What are clerical skills? Clerical skills are abilities used to complete routine office tasks such as data entry, document preparation, scheduling, filing, and communication. #### What jobs require clerical skills? Many office roles require clerical skills, including: - administrative assistants - receptionists - data entry clerks - office managers - customer service representatives #### Are clerical skills the same as administrative skills? Not exactly. Clerical skills refer to day-to-day office tasks like filing and data entry, while administrative skills usually involve broader responsibilities such as coordination, planning, and office management. #### How do employers evaluate clerical skills? Employers often use clerical aptitude tests that measure typing accuracy, proofreading ability, organization, and basic computer proficiency. ### Building a Better Workforce** with Clerical Skills Recruiters and hiring managers are responsible for building a workforce that excels in their specific roles and thrives professionally. Remember, when looking for the perfect candidate, it’s more than just what they know; it’s also about the broader skills they bring. While job-specific skills are undoubtedly necessary, overlooking clerical abilities can lead to a significant [skills gap within your organization](https://employtest.com/hrblog/skills-gap-analysis/). Thankfully, you can perform a skills gap analysis and recruit well-rounded employees using the [best pre-employment assessment tests](https://employtest.com/hrblog/best-pre-employment-assessment-tests/) from [EmployTest](https://employtest.com/). These tests evaluate applicants’ clerical know-how, ensuring you find well-rounded employees with soft and hard skills for them to excel at work. Ready to assess your applicants’ clerical skills and bridge the skills gap? Discover EmployTest’s suite of assessments and [request a demo of our advanced testing platform](https://calendly.com/employtest-sales/test-talk "request a demo of our advanced testing platform")! For more hiring insights and recruiting tips, check out our [helpful tools](https://employtest.com/helpful-tools/) section and follow us on [LinkedIn](https://www.linkedin.com/company/employtest), [Facebook](https://www.facebook.com/EmployTest/), [Twitter](https://x.com/EmployTest), or [YouTube](https://www.youtube.com/@EmployTest). [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** Employment Tips, Hiring Tips --- ### [How long should a job interview be?](https://employtest.com/hrblog/how-long-should-a-job-interview-be/) **Published:** January 29, 2015 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute ![Time Is A Valuable Commodity For Hiring Situations](https://employtest.com/wp-content/uploads/2015/01/time-is-a-valuable-commodity-for-hiring-situations-300x300.webp "Time Is A Valuable Commodity For Hiring Situations") To make sure that a meeting with a job candidate goes smoothly, businesses should try and put checks into place that will help to streamline the process and keep a regular flow of people entering the office. One way to make interviews easier to run and less stressful is to make sure they happen on a schedule, or at least set one up at the beginning. Obviously, there’s no telling whether or not a time table will be followed to the letter. Late-arriving candidates, among other potential mishaps, can easily throw the established schedule off-course. An interview could also naturally run longer or shorter based on the way the applicant conducts him or herself. The key is to think of everything you will need to accomplish during the interview and leave enough time to get this done. In terms of a [computer skills assessment](/computer-skills-test), this means having a test ready that lasts a certain amount of time and accounting for it accordingly. One way to keep it on as close a schedule as possible is to limit the amount of people that need to be present for an interview. A piece for Harvard Business Review recently advised, among other things, that the hiring process [only contain some “checks,”](https://hbr.org/2015/01/how-to-conduct-an-effective-job-interview) perhaps two senior members of the company and an HR person, as one member of an executive search firm suggests. HR staff that are looking for regular and reliable results from the hiring process need a standardized [pre employment testing](https://employtest.com/) option for a consistent way to judge whether a person is fit for the open role or not. Working closely with these tests will help businesses decide how much time to allot in the hiring process and thus create an effective overall template. **Blog Categories:** Hiring Tips --- ### [The four C's of of hiring great employees](https://employtest.com/hrblog/the-four-cs-of-of-hiring-great-employees/) **Published:** May 22, 2014 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### What Are HR Policies? HR policies are the guiding principles that shape how a company manages its people. They cover everything from recruitment and onboarding to employee development and workplace culture. For small and medium-sized businesses (SMBs), having clear HR policies can make all the difference in building a high-performing team and reducing costly turnover. Without solid policies, hiring becomes a shot in the dark—and an expensive one. [According to Forbes](https://www.forbes.com/councils/forbeshumanresourcescouncil/2022/03/10/the-real-cost-of-bad-hiring-decisions-and-how-to-avoid-making-them/ "According to Forbes"), a single poor hiring decision can cost businesses anywhere from tens to hundreds of thousands of dollars, depending on how long they stay. That’s a tough pill to swallow for any business, especially when the solution lies in improving your approach to hiring and onboarding. One of the best strategies? The Four C’s. ![Preemployment Tests Can Help Determine If An Applicant Has The Necessary Skills](https://employtest.com/wp-content/uploads/2014/05/preemployment-tests-can-help-determine-if-an-applicant-has-the-necessary-skills-300x300.webp "Preemployment Tests Can Help Determine If An Applicant Has The Necessary Skills") ## What Are the 4 C’s of HR Policies? The Four C’s—**Character, Commitment, Compatibility, and Competence**—are like your hiring compass. They guide HR teams to evaluate potential hires in a way that goes beyond just ticking boxes on a resume. Let’s break them down. #### 1. Character You can teach skills, but you can’t teach character. This is where you evaluate whether a candidate’s personal values align with your company’s mission. Think about it: Would you trust someone who struggles with honesty or can’t take feedback? **Practical Tips:** - Ask open-ended interview questions like: “Tell me about a time you had to own up to a mistake at work.” - Use situational tasks or assignments to test how they follow through on commitments. **Why It Matters:** Candidates with strong character bring dependability and integrity to the workplace. They’re team players, problem solvers, and less likely to create drama. #### 2. Commitment Loyalty is hard to measure with a glance at someone’s work history. While employment gaps or short stints might raise red flags, they don’t always tell the full story. This is where digging deeper matters. **Practical Tips:** - Ask questions like: “Where do you see yourself in three years?” or “What motivates you to stay with an employer?” - Look for evidence of perseverance in their professional or personal life. **Why It Matters:** Replacing employees is costly—not just in dollars but also in time and morale. A committed hire ensures stability and long-term growth for your team. #### 3. Compatibility Even the most skilled worker can fail if they don’t fit into your workplace culture. This isn’t about hiring a bunch of clones but ensuring that your new hire can adapt to the company’s environment and work well with others. **Practical Tips:** - Use personality assessments to gauge their workplace style. - During interviews, observe how candidates talk about teamwork and managing conflict. **Why It Matters:** Cultural compatibility reduces turnover, boosts team productivity, and fosters a positive work environment. If someone can’t get along with their colleagues, it doesn’t matter how good they are on paper—they’ll cause friction. #### 4. Competence At the end of the day, can the candidate do the job? Competence is the cornerstone of the hiring process, yet it’s often overlooked or assumed based on a resume. Spoiler alert: It shouldn’t be. **Practical Tips:** - Verify skills through pre-employment assessments. A CareerBuilder survey found that **78% of resumes contain inaccuracies**, so testing matters. - Conduct role-specific tests, like Excel or Microsoft Office skills for administrative roles. **Why It Matters:** Competent employees hit the ground running and contribute immediately, saving you time and resources. Skip this step, and you’re setting yourself up for disappointment. To guarantee the hiring of competent employees, many human resources policies require a [skills test for employment](https://employtest.com/). ## The Four C’s of Onboarding Once you’ve hired the right person using the Four C’s of HR policies, the next step is onboarding them effectively. Here’s where the **Four C’s of onboarding—Compliance, Clarification, Culture, and Connection—shine.** #### 1. Compliance: The Non-Negotiables Compliance ensures that all legal and policy requirements are addressed upfront. This step helps employees understand company policies, safety protocols, and their rights and responsibilities. **How to Do It Well:** - Provide a clear employee handbook that outlines key policies. - Ensure all legal documents are completed before day one. - Conduct mandatory training on topics like harassment prevention and workplace safety. #### 2. Clarification: Setting Expectations Straight One of the quickest ways to demotivate a new hire is to leave them guessing about their role. Clarification is about defining job duties, performance metrics, and what success looks like. **How to Do It Well:** - Map out the first 30, 60, and 90 days with concrete goals. - Use role-specific training sessions to build confidence. - Schedule regular check-ins to address questions and provide feedback. #### 3. Culture: More Than Just Buzzwords Your company culture is what sets you apart. Onboarding should immerse new hires in your values, traditions, and the way your team works together. **How to Do It Well:** - Organize team introductions and icebreakers during the first week. - Share stories of how your company lives its mission and values. - Create opportunities for new hires to observe and participate in cultural rituals like team lunches or brainstorming sessions. #### 4. Connection: Building Relationships That Stick Connection is about fostering meaningful relationships within the workplace. Employees who feel connected are more likely to be engaged and stay long-term. **How to Do It Well:** - Pair new hires with mentors or “onboarding buddies.” - Encourage collaboration on small projects early on. - Host casual events like coffee chats or virtual meet-and-greets. **The Interplay Between HR Policies and Onboarding** **HR policies and onboarding go hand in hand**, working together to create a seamless employee experience. - **Character Meets Culture**: HR policies identify candidates whose values align with your company, while onboarding reinforces those values through team integration and cultural immersion. - **Commitment Becomes Connection**: Hiring policies find candidates who are likely to stay, and onboarding builds on that commitment by fostering relationships and engagement. - **Competence Needs Clarification**: Pre-employment tests ensure candidates have the right skills, but onboarding clarifies how to use those skills effectively within your company. When these frameworks align, you’re not just hiring employees—you’re cultivating a motivated, cohesive team. Use tools like **[EmployTest’s pre-employment assessments](https://employtest.com/tests/ "EmployTest’s pre-employment assessments")** to ensure you start with the right talent. EmployTest offers a wide variety of pre-employment tests – [request a demo of our advanced testing platform](https://calendly.com/employtest-sales/test-talk "request a demo of our advanced testing platform") and ensure that your next potential hire is qualified before you make an offer. **Blog Categories:** Hiring Tips --- ### [How to Calculate Cost-per-Hire to Improve Recruitment Efficiency](https://employtest.com/hrblog/cost-per-hire/) **Published:** October 27, 2023 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ## How Do We Calculate Cost-Per-Hire? To calculate cost-per-hire, add up all internal and external recruitment costs over a specific period, including job advertising, agency fees, employee referral bonuses, relocation costs, etc. Then divide this total by the number of hires made during that same period. Recruitment costs are one slice of the operational expense pie that, if left unchecked, can swell excessively. Whether you’re a seasoned HR professional or a company manager looking to bolster your team, understanding your cost-per-hire is the secret to recruitment efficiency. Since competition is fierce in talent acquisition, maintaining control of your hiring expenditures is crucial. The average cost-per-hire will show if you’re overspending or underspending on talent. Learn to make the most of your hiring budget! ## **What is Cost-per-Hire?** Cost-per-hire is a [metric used in human resources](https://www.shrm.org/topics-tools/news/benefits-compensation/-healthy--pay-raises-on-tap-for-2024 "How to Calculate Cost-per-Hire to Improve Recruitment Efficiency") to measure the costs of hiring new employees. Cost-per-hire expenses include acquisition and advertising, screening and travel expenses, onboarding and training, and miscellaneous signing bonuses. For example, if you spend $10,000 yearly on recruitment and hire 10 employees in one year, your recruitment cost-per-hire is $1,000. Meanwhile, if your average cost-per-hire is $1,500 and you plan to hire 30 employees this year, you can expect to spend around $45,000. ## **Why is Cost-per-Hire Important?** Aside from your [time-to-hire](https://employtest.com/hrblog/how-to-reduce-time-to-hire/) rate, knowing your cost-per-hire can help you create a successful recruitment plan. It ensures you allocate resources wisely, target suitable talent pools, and ultimately build a robust, cost-effective workforce. Here’s why determining your cost-per-hire is beneficial to your company. ![Spreadsheet,data,business,work,on,office,tablet](https://employtest.com/wp-content/uploads/2023/10/shutterstock_2141763123.jpg) ### **1. Financial accountability** Calculating your cost-per-hire ensures transparency in recruitment expenses. It breaks down recruitment expenditures, revealing how much you spend on sourcing, advertising, and other associated hiring processes. This level of detail helps you identify areas where you can cut costs and reallocate funds. ### **2. Efficiency benchmark** Cost-per-hire is an essential key performance indicator (KPI). You can assess the effectiveness of your recruitment process by tracking this metric over time. It also helps you pinpoint which sourcing channels, screening methods, or interview stages are more efficient as you apply them. ### **3. Budget planning** An accurate cost-per-hire figure lets you plan your recruitment budget with precision. It can prevent overspending or under-allocating resources, ensuring you have the finances to secure top talent without unexpected financial burdens. ### **4. Competitive advantage** Staying competitive in today’s cutthroat hiring market can be challenging. The good news is that understanding your cost-per-hire and recruitment process lets you make more effective decisions. You can identify the most rewarding strategies and invest in areas that give you a competitive edge. ### **5. Return on investment (ROI) assessment** Cost-per-hire is the central measurement of your recruitment team’s ROI. This figure lets you determine if your hiring strategies enable you to land employees who significantly contribute to your company. Pro tip: For a fast, job-relevant screening, try the [HR generalist knowledge test](https://employtest.com/hr-generalist-knowledge-test/) for job applicants as part of your workflow. ## **How to Calculate Cost-per-Hire** Now’s the time to roll up your sleeves and get into the nitty-gritty. Here’s the cost-per-hire (CPH) formula HR professionals use: > CPH = (Internal recruiting costs + External recruiting costs) / Total number of hires ### **1. Calculate internal costs** Internal costs are the expenses your organization directly incurs for recruitment and hiring, including: - **In-house talent acquisition team salaries** The salaries and benefits of your internal recruiting team belong to this category. Here, you add the wages, benefits, and related expenses of the HR department, from the recruiter to the coordinator and the manager. ![Hr,workers,hiring,woman,and,making,employment,deal,,signing,work](https://employtest.com/wp-content/uploads/2023/10/shutterstock_2144786999.jpg) - **Learning and development costs for your recruiting team** These expenses relate to improving the skills and knowledge of your recruiting team. They may include training programs, workshops, and educational materials that enhance their capabilities in sourcing and hiring. ### **2. Calculate external costs** External costs are relevant expenses your organization pays to third parties. ![cost-per-hire](https://employtest.com/wp-content/uploads/2023/10/Shutterstock_2115054764-1.jpg) - **Employment tests** These are the assessments you use to test the abilities of applicants. These [pre-employment testing services](https://www.employtest.com/) give you more insight into applicant skill levels. - **Technology** The tools and software you use in your recruitment process, such as an applicant tracking system, recruiting software, and other digital services, comprise these costs. - **External agencies** These are fees from external recruitment agencies to help you find candidates. - **Advertising** There are costs to promoting job openings, such as posting fees on job boards and running online ads or promotional campaigns. ### **3. Add both, then divide by the number of hires** Add your total internal and external costs, then divide the sum by the number of hires during a specific period. ## **Sample Cost-per-Hire Calculation** You hired eight people last year. At the time, your internal and external costs were as follows: #### **Internal costs:** - In-house talent acquisition team salaries: $30,000 - Learning and development costs: $3,000 #### **External costs:** - Employment test costs: $1,000 - Technology costs: $2,000 - External agency fees: $3,000 - Advertising fees: $1,000 To calculate your cost-per-hire, apply the numbers to the formula: CPH = \[(30,000+3,000) + (1,000+2,000+3,000+1,0008)\] / 8 CPH = $40,000 / 8 hires CPH = $5,000 That means your previous year’s cost-per-hire was $5,000. Using this figure, you can decide which expense to reduce, remove, or maintain when setting the budget for the following year. ## **Turn Dollars into Talent** Talent is the lifeblood of any successful organization, but it can be expensive to acquire. Your proficiency in calculating and managing your cost-per-hire is the foundation of maintaining a cost-efficient hiring process and avoiding pitfalls, such as the [cost of a bad hire](https://employtest.com/hrblog/what-does-a-bad-hire-really-cost-your-business/) or hiring someone who doesn’t perform their role well. Though, why risk a bad hire in the first place? When you partner with a [pre-employment assessment test](https://www.employtest.com/) provider, you minimize the chances of hiring an underqualified or ill-fitting applicant. EmployTest offers [pre-employment assessments](https://employtest.com/tests/) to match the perfect applicant for any position, making sure every hire is worth the cost. See our [free sample test](https://employtest.com/pre-employment-test-sample/) or [contact us](https://employtest.com/contact-us/) today to experience the benefits of data-driven hiring! --- ### [How to hire a stellar executive assistant](https://employtest.com/hrblog/how-to-hire-a-stellar-executive-assistant/) **Published:** July 28, 2014 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute ![Executive assistant with arms outstretched, representing multitasking and administrative support skills.](https://employtest.com/wp-content/uploads/2014/07/an-assistants-actions-and-abilities-should-reflect-the-professional_16000902_73888_1_14088303_500-300x300.webp "Executive Assistant Managing Multiple Tasks") At some point in a business’s growth, executives find they have more on their plate than they can handle. There simply are not enough hours in the day to address travel arrangements, client concerns, mailing out collateral and responding to prospective customers questions and still have free time left. Hiring an executive assistant is a major decision, and should be approached as such. Unfortunately, many executives spend little time in recruiting and interviewing applicants for the position, which can be a mistake with serious consequences. The assistant is the individual that the world will meet before getting to you, and is the gatekeeper of the office. Rushing the onboarding process can be a costly mistake. “People think it’s a simple thing, that it’s no big deal to hire an assistant-but that’s a problem,” Joan Burge, author of *Become an Inner Circle Assistant*, told Forbes. “You have to put time and effort into it if you want to get the right person. The idea should be to get a very good match, a person who will stay and grow with you.” Ideally, an executive assistant should have extensive knowledge on the organization and its industry, as well as have advanced organizational and communication skills. Many executives are surprised at just how much they come to rely on their assistant in their day-to-day professional life. Before rushing a hire that could negatively impact your reputation, it is important to ensure that all candidates hold the skills necessary to excel at the position. A [computer skills assessment](/computer-skills-test) test or [clerical skills test](/admin-tests) can be performed online, and ensure that your future assistant is knowledgeable and effective. **Blog Categories:** Administrative Skills Tests --- ### [How to recruit and retain nurses](https://employtest.com/hrblog/how-to-recruit-and-retain-nurses/) **Published:** April 4, 2021 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute ![Nurse in blue scrubs writing on a clipboard, representing healthcare staffing and nursing skills.](https://employtest.com/wp-content/uploads/2021/04/skilled-nurses-are-important-assets-to-any-care-facility-_16000902_75525_1_14106353_500-300x300.webp "Nurse Completing Patient Documentation") With the healthcare industry experiencing significant changes, many of which lead to care facilities attempting to do more with less, hiring the right registered nurses and successfully retaining their talent is particularly critical. Recruiting skilled nurses has become more difficult as today’s nurses become more highly specialized, in both care setting and experience. Often, nurses may not be actively looking for another opportunity, but will change teams for what they perceive as the right opportunity for them. “If you look across all professions people want a pay check but most nurses want to do the best work of their life,” Dr. John Sullivan, a HR professor, corporate speaker and advisor told Glassdoor. “It’s not will you pay me. It’s do you have the best equipment, do you have the best doctors, do the nurses get the opportunity to make decisions and try new things.” Because nurses often rank the working environment and experience higher than their pay when making an employment decision, employers need to ensure that they are putting their best foot forward in collateral promoting available opportunities. Focus on what qualities set apart your care facility from competitors, and the aspects that current employees most enjoy about working there. Nurses also heavily rely on word-of-mouth referrals for new positions. In that regard, it can be beneficial to post open positions in nurse locker rooms and lunch areas. Not only does this boost word-of-mouth references, it can lead to more internal applications for open positions. Of course, to ensure that new hires have a positive affect on facility [HCAHPS](https://employtest.com/medical-office-testing/) ratings, it is important to add a [healthcare aptitude test](https://employtest.com/medical-office-testing/) to the hiring process. This not only helps to ensure a rapid positive impact, it can save valuable resources by avoiding interviewing and pursuing under qualified candidates. **Blog Categories:** Medical Tests --- ### [Microsoft Excel commonly used in HR projects](https://employtest.com/hrblog/microsoft-excel-commonly-used-in-hr-projects/) **Published:** February 5, 2013 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![Executive assistant using a laptop and tablet at a desk, representing office administration and computer skills.](https://employtest.com/wp-content/uploads/2013/02/when-companies-use-microsoft-excel-tests-in-the-hiring-process-it-ca_16000902_25937_1_14072215_500-300x300.webp "Executive Assistant Working at Computer") In many businesses, organization is key to smooth day-to-day operations. Whether an employee is working in the financial department or needs to create spreadsheets for a presentation, it can be helpful for a company if workers understand the basics of Microsoft Excel. Implementing an [Excel assessment test for employment](/computer-skills-test) in the hiring process can find candidates who are already adept at such techniques. According to a 2012 WorldatWork/Deloitte Consulting [study](https://www.prnewswire.com/news-releases/90-of-companies-use-microsoft-excel-in-compensation-process-189818151.html), 89 percent of compensation professionals use spreadsheet applications, such as Microsoft Excel, for salary structure design. With this information, WorldatWork said that it would launch several Excel practical application courses and resources to help these workers properly manage and analyze high volumes of data. “There are many powerful yet underutilized tools in Excel that will benefit every compensation professional,” Kerry Chou, a certified compensation professional (CCP) and practice leader at WorldatWork, said in a company press release. “With many organizations understaffed, harnessing the power of Excel will maximize productivity and enhance the quantity and quality of data analyses.” Chou added that understanding the right techniques in Excel will save not only hours, but days of time. He explained that compensation professionals who are not using Excel pivot tables are probably spending twice as much time on analysis, making Excel tests for employment even more important. However, compensation professionals are not the only ones who could benefit from a more thorough understanding of such software programs. When HR managers are going through candidate’s applications, using [Excel tests for hiring](https://employtest.com/microsoft-office-testing/) will ensure that new hires will be able to hit the ground running when it comes to creating tables and spreadsheets and make sure they have the basic excel skills for HR professionals. Using [pre-employment excel tests](https://employtest.com/) can help human resource departments find employees who will have an easier time adjusting their computer skills as necessary to changing systems. This can help an organization stay ahead of the competition as it works to keep pace in the evolving business world. ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Director of Sales Pre-employment testing Attention to Detail Tests MS Office Tests Computer Skills Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** microsoft office tests --- ### [To avoid hiring headaches, don't stop recruiting](https://employtest.com/hrblog/to-avoid-hiring-headaches-dont-stop-recruiting/) **Published:** August 26, 2014 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute ![Team reviewing documents together during a meeting, representing employee referrals and recruitment planning.](https://employtest.com/wp-content/uploads/2014/08/organizations-can-use-their-existing-employees-professional-networks_16000902_76498_1_14105102_500-300x300.webp "Employee Referral Recruitment Meeting") Chances are that when a position becomes available at your organization, the hiring director begins a desperate scramble to get job postings up and start bringing in applicants and their resumes. Not only does this rushed process put pressure on the organization to fill the position as quickly as possibl””which often leads to hiring mistakes- but it also creates stress which can lower productivity and employee engagement. To avoid this taking place at your organization, it is important to recruit continuously. Even if you believe you have formed a solid team and will not be expanding until the future, being prepared for growth can lead to better quality hires and less stress on your hiring director. After all, it is impossible to tell when a current employee will find a new opportunity or if personal reasons will cause you to wind up suddenly short-staffed. Owners and managers should always be on the look out for talent that could benefit their organization. One cost-effective means of identifying potential new employees is to have your existing team scour their professional networks for those that match the qualifications you are looking for. Many organization incentive their employees to due to their recruiting for them, which results in a wider field of candidates and applicants that would likely already mesh well with the existing office culture. However, with any new hire, it is critical to determine whether the candidate has the level of skill needed by your organization to support future growth. Even if they come heavily recommended by a current employee, [pre employment testing](https://employtest.com/) can ensure that the candidate will provide a solid return on investment. An online [computer skills test](/computer-skills-test) can also be stored in your company’s record, allowing for a catalog of possible new hires to be regularly maintained and updated. **Blog Categories:** Hiring Tips --- ### [The one question every hiring manager should ask](https://employtest.com/hrblog/the-one-question-every-hiring-manager-should-ask/) **Published:** February 3, 2014 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute ![3D figure leaning on a large red question mark, representing hiring and workplace questions.](https://employtest.com/wp-content/uploads/2014/02/some-of-the-best-questions-in-interviews-300x300.webp "Common Hiring Questions") As a hiring manager, part of your job is to come up with the right kinds of questions to ask in interviews so that you can weed through candidates and find the right people to join your company. This can be challenging, as it’s important to ensure that you’re gaining all the information you need to make the most well-informed decisions. With this in mind, Lou Adler, a 36-year veteran of the recruiting industry, recently put some thought into the most important question that hiring managers can ask during interviews. His conclusion, as he writes in a recent Inc.com [article](https://www.inc.com/lou-adler/best-interview-question-ever.html), is the following inquiry: “What single project or task would you consider your most significant accomplishment in your career to date?” According to Adler, this is the ideal interview question because it sets hiring managers up for a series of follow-up interview questions that yield important information about candidates. For example, after hearing a detailed overview of the accomplishment, you can have follow-up questions about the biggest challenges the candidate faced, how he or she measured success, and how it helped him or her grow professionally. “With an accomplishment big enough, and answers detailed enough to fill 20 minutes, this one line of questioning can tell an interviewer everything he or she needs to know about a candidate,” writes Adler. “The insight gained is remarkable.” There’s certainly a lot of valuable information about candidates that hiring managers can gain from traditional interviews. That being said, it often makes sense to supplement the interview with [pre employment testing](https://employtest.com/) to gain a better understanding of these individuals’ hard skills. **Blog Categories:** Hiring Tips --- ### [Probable causes of poor written communication skills in your office](https://employtest.com/hrblog/probable-causes-of-poor-written-communication-skills-in-your-office/) **Published:** August 27, 2015 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![Two employees collaborating at computer workstations, showing workplace computer skills and on-the-job training.](https://employtest.com/wp-content/uploads/2015/08/possible-causes-for-poor-written-communication-300x300.webp "Possible Causes For Poor Written Communication") Is your company losing valuable customers due to your employees having poor written communication in the workplace? No matter how seemingly small the written work is, poor communication skills will ruin the productivity of your office. From atrociously written emails, to blog posts riddled with errors, you need employees who have a proper grasp on the English language and how to utilize it effectively within your company. Implementing a [Grammar and Spelling Test](https://employtest.com/pre-employment-grammar-spelling-tests) into your hiring process, along with being thorough with your questions in interviews, can aid you in quickly identifying who will not meet your company’s expectations. Here are some probable causes for poor written communication skills: - **Lack of training:** Perhaps these individuals simply do not know how to use grammar correctly or effectively get their point across through the written word. To combat this for your current employees, try holding training sessions or lectures to teach some of the basics that they might not know about. - **Lack of motivation:** Sloppiness in written communication at work can also be a sign that employees are not motivated to do their job well. They may not feel like they are challenged enough, or more often, are displaying a general laziness that impedes their success. If the latter, you may want to hire a new employee with effective written communication in the workplace that will boost your company’s success, not hinder it. - **Lack of good management:** Another probable cause is that your management possesses bad written communication at workplace, which could lead to their employees developing poor skills as a result, or simply suffering from their mistakes. Offering training courses or speaking privately with these managers may alleviate the problematic situation. If you want to avoid hiring individuals with poor written communication in the workplace, [contact EmployTest today](https://employtest.com/contact-us/) to see how we can help! **Blog Categories:** Employment Tips --- ### [Study: Employees are most engaged in first six months at work](https://employtest.com/hrblog/study-employees-are-most-engaged-in-first-six-months-at-work/) **Published:** September 10, 2013 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute ![Stressed HR employee with hands on head, illustrating workplace frustration and hiring challenges.](https://employtest.com/wp-content/uploads/2013/09/a-computer-skills-test-will-help-find-applicants-who-have-strong-tec_16000902_45614_1_14091353_500-300x300.webp "Frustrated Hiring Manager") As HR managers sift through piles of applications, they want to find candidates who not only have the necessary hard skills to thrive in a position, they want to find future employees who will stay engaged for the long-term. It is essential to find applicants who have the right technical background and also have the desire to keep themselves on-task while working. According to a recent Gallup survey, this can be easier said than done. Specifically, the poll found that employee engagement peaks during an individual’s first six months on the job. However, even at that point, just 52 percent of workers considered themselves engaged while 40 percent said that they were not engaged. A Gallup Business Journal article commented on the study, and [described a few ways](https://businessjournal.gallup.com/content/163463/engaging-employees-honeymoon-period.aspx) for businesses to ensure that their employees do not become disengaged after their first six months on the job. “Consider pairing new employees with workplace friends to show them the ropes,” the article said. “Also, provide plenty of recognition for their early efforts, and encourage open communication with their manager so their opinions can be heard. These actions may help boost engagement on measures that are traditionally low for newer hires.” The news source added that employees are more likely to be engaged early on because they are initially excited about being part of something new and can also have high expectations about the opportunities to learn and grow. Employees are also more likely to feel engaged when they are confident in their own abilities to perform well in a position. For example, when HR teams implement a [computer skills test](/computer-skills-test) in the hiring process, it will ensure that applicants can handle administrative duties that are required. From there, candidates can stay on task and continuously contribute to a company. **Blog Categories:** Computer Tests --- ### [How to create a culture of civility and respect in the workplace](https://employtest.com/hrblog/how-to-create-a-culture-of-civility-and-respect-in-the-workplace/) **Published:** July 13, 2014 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![Employees applauding during a workplace meeting, representing respect and positive team culture.](https://employtest.com/wp-content/uploads/2014/07/here-are-a-few-reasons-why-respect-in-the-workplace-is-essential-300x300.webp "Here Are A Few Reasons Why Respect In The Workplace Is Essential") When it comes to earning the loyalty and dedication of all employees there is one simple thing that everybody needs to practice — respect. According to a recent report from the Harvard Business Review, respect in the workplace can go a long way to improving the overall culture of a company. Here is what Harvard Business Review learned about workplace respect from the nearly 20,000 employees from around the world who responded to the survey: - 56 percent reported better overall health and well-being - 89 percent have greater enjoyment and satisfaction with their jobs - 92 percent have increased focus and task prioritization - Nearly two times more likely to stay with the current company they work for Respect in the workplace has a clear affect on how engaged and dedicated an employee is to their work. People who reported feeling respected by their managers were nearly 60 percent more engaged with the tasks they need to complete on a daily basis. Fifty-four percent of people, however, said that they do not feel respect from those above them at work, which in turn leads to less dedication from them. What impact does this have on a company? These are just a few of the costs of a lack of professional respect: - Increased health care costs - Greater frequency of employee turnover - Less focus on productivity with tasks at hand If you have noticed this cycle of a lack of respect in your office, there are ways you can change this and create a more positive and productive work environment. Be sure to bring this up at the next staff meeting, or even while having a one-on-one with your immediate supervisor. Here are a few ways you can ensure your workplace is one of respect for all employees: - Focus on the needs of others and think before you speak - Appreciate all points of view and listen to each perspective - Understand that conflicts will occur and take responsibility for your actions - Avoid the tendency to get caught up in gossip or other negativity in day-to-day interactions - Seek to understand any problems and what can be done to resolve them efficiently - Encourage others to listen to their coworkers and not react to information defensively The most important thing everybody in the workplace can do is make the effort to be civil and show their coworkers the respect that they deserve. According to the Harvard Business Review, there are a few main reasons why people feel they have no time to be respectful. Of those surveyed, 60 percent reported feeling stressed out and short on time, so they do not have the minutes to spare to be nice. Twenty-five percent said they do not have a role model for how they should be behaving while at work, and instead just imitate how they see their corporate leaders acting. These are hollow excuses, as it takes no time to show somebody respect! By doing so, you can vastly improve not only your own workday, but the entire company culture around you. A great way to separate the best from the rest is through [pre employment testing](https://employtest.com/tests/). These tests will be able to help you determine who will and will not make a good fit in the culture of your company. Check out the rest of our [website to learn more about the services we offer](https://employtest.com/) and how we can help you make the best possible hires for your company! **Blog Categories:** Employment Tips --- ### [Tips for quickly sifting through resumes](https://employtest.com/hrblog/tips-for-quickly-sifting-through-resumes/) **Published:** December 3, 2013 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute ![Close-up of a printed resume showing a summary of qualifications section.](https://employtest.com/wp-content/uploads/2013/12/it-is-not-uncommon-for-hiring-managers-to-face-a-large-pile-of-resume-300x300.webp "It Is Not Uncommon For Hiring Managers To Face A Large Pile Of Resume") It is not uncommon for hiring managers to face a large pile of resumes. Since there are only so many hours in the day, it is crucial for these managers to develop systems to help them sift through the pile as quickly and efficiently as possible to find the most promising candidates for the open position in question. A recent [article](https://www.inc.com/minda-zetlin/7-secrets-to-speed-through-a-pile-of-resumes.html) on Inc.com offers some suggestions for managers who want to make the task as easy as possible. First, it is important to consider proper preparation. Managers need to decide whether they would prefer digital or hard copy resumes, and stick with one. It may not seem like it, but it can be tasking (especially on the eyes) to go back and forth between reading paper and electronic resumes. Either place them all on a folder on your desktop, or print them all out and make a stack. Second, don’t let this task pile up (literally). It doesn’t take long to read an individual resume, so managers should set aside some time every day to consider a few. Maybe you would rather tackle this task in the morning, or perhaps you would like to save it for the afternoon when you are winding down for the day. Finally, don’t stress about it. Don’t latch onto the first candidates you like in order to get the process over with, and don’t worry about missing the perfect candidate. Take your time, and you’ll end up with a much smaller stack of people to consider. From there, it is time to commence interviews and [preemployment testing](https://employtest.com/). **Blog Categories:** employment tests --- ### [How to Hire Your First Employee Without Regretting It Six Months Later](https://employtest.com/hrblog/how-to-hire-employees-for-small-business/) **Published:** April 24, 2026 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes **TLDR:** Knowing how to hire employees for a small business comes down to six steps: define the role, post the job, screen applicants, test their skills, interview the finalists, then make the offer. Adding a skills test before the interview is the step most small businesses skip. It is also the one that prevents the most bad hires. --- Hiring your first employee feels exciting. **Then they start. And three months in, something is off.** The work is slower than expected. Mistakes keep happening. You are spending more time fixing things than you saved by hiring. Around month five or six, you start thinking: “I might need to replace this person.” It is the most common small business hiring story there is. Small businesses make up [99.9% of all U.S. companies](https://www.uschamber.com/small-business/state-of-small-business-now). Most of them don’t have a formal hiring process. They post a job, scan resumes, trust their gut, and hope it works out. When it doesn’t, it costs time, money, and momentum. Here’s how to hire employees for small business the right way, so you are not starting over six months from now. ## **How to Hire Employees for Small Business The Right Way** --- #### **Step 1: Get Specific About What You Actually Need** Most hiring mistakes start here. The role is vague. The job post is copied from somewhere else. You end up interviewing people who don’t fit. Before you post anything, write this down: What does this person need to do in the first 30 days? Not the first year, the first 30 days. What does a good day look like? That exercise will tell you more about who you need than any AI answer will. --- #### **Step 2: Post With Intention** You don’t need more applicants. You need the right ones. A vague job post pulls in everyone. People skim it, think “yeah, I could probably do that,” and apply. Now you’re sorting through 80 resumes that all kind of look the same. Be specific instead. What does this person actually do day to day? What tools do they use? What would make someone struggle in this role? That alone filters a lot of people out. Post where it makes sense: - Indeed if you want volume - LinkedIn if it’s an office role - Ask people you trust if they know someone And add a couple quick questions, nothing fancy. “Have you used QuickBooks?” “Can you start this month?” You’ll cut down your list fast before you even open a resume. --- #### **Step 3: Scan Resumes Fast** Don’t get stuck here. You’re not picking your hire yet. You’re just clearing out the obvious no’s. Give each resume a quick pass. Does their experience match what you need? Does their work history make sense? Did they put any care into the application? You can tell more than you think in 30 seconds. If it’s sloppy and the job needs attention to detail, that’s your answer. Get down to a short list. Four or five people is enough. Anything more, and you’re just giving yourself extra interviews for no reason. --- #### **Step 4: Test Before You Talk** This is the step that prevents the regret. You meet someone who interviews well. They’re confident. Easy to talk to. Say all the right things. You hire them. A few weeks in, the gaps show up. - The Excel skills aren’t there. - The writing isn’t what you expected. - The work takes longer than it should. The interview didn’t catch it. It usually doesn’t. ***But a short skills test will.*** Most take 20 minutes. Results come back immediately. And they give you something a resume and a conversation never can: actual evidence of what someone can do. Replacing a bad hire costs roughly 21% of their annual salary. A skills test costs a fraction of that. The math is not complicated. [EmployTest](https://employtest.com/pre-employment-testing-for-small-business) is built for exactly this situation. No annual contract. No subscription. Pay per test in blocks, only for the candidates you want to evaluate. Here is what to send based on the role you are hiring for: **Office admin or clerical:** The [Basic Employment Skills Test](https://employtest.com/basic-employment-skills-test/) covers spelling, grammar, math, reading comprehension, and [attention to detail](https://employtest.com/attention-to-detail-test/) in one 20-minute test. **Bookkeeper or accounting support:** The [Accounting Knowledge Test](https://employtest.com/pre-employment-accounting-test/) and [Math Test for Employment](https://employtest.com/pre-employment-math-test/) are both relevant here. **Any role where being a fast learner matters:** The [Cognitive Ability Test](https://employtest.com/cognitive-ability-test-for-applicants/) is one of the strongest predictors of on-the-job performance across all role types. The [Emotional Intelligence Profile](https://employtest.com/emotional-intelligence-profile-test-for-applicants/) is worth adding for customer-facing or team-dependent roles. **Daily Microsoft Office use:** The [Microsoft Office Skills Test](https://employtest.com/microsoft-office-skills-test/) covers Word, Excel, Outlook, and PowerPoint. The [Excel Skills Test](https://employtest.com/excel-assessment-test-for-applicants/) goes deeper across beginner, intermediate, and advanced levels. After the test, you get a report that shows how each candidate performed. You walk into the interview already knowing where they stand. --- #### **Step 5: Interview to Confirm What You Already Know** At this point, you’re not trying to figure everything out. You’re confirming what you already know. Watch: - How they communicate - How they think through problems - Whether they take ownership Ask them to walk through a time something didn’t go as planned. Listen for specifics. Vague answers usually mean shallow experience. Keep your questions consistent across candidates. It makes comparing them easier. --- #### **Step 6: Move on the Right Person Before Someone Else Does** Good candidates don’t sit around. Once you know who you want, move within 24 to 48 hours. A written offer with a start date, compensation, and basic terms is enough to lock it in. Dragging it out makes you look unsure. Plan their first week before day one. Who do they meet? What do they work on? What does success look like after 30 days? A strong start makes a big difference. --- ### **The Hire You Will Not Regret** Six months from now, you could be looking at someone who has made your business better. Or you could be posting the job again. The difference is almost always Step 4. [Try EmployTest for free](https://employtest.com/pre-employment-test-sample/) and see what your candidates can actually do before you make the call. --- ### [Everyone’s Hugging Their Jobs. Should HR Be Worried?](https://employtest.com/hrblog/job-hugging-should-hr-be-worried/) **Published:** October 15, 2025 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes Remember the Great Resignation? Millions of people were jumping ship, chasing better pay, hours, or just better vibes. Fast-forward to now, and that tide’s gone out. Workers aren’t quitting: they’re clinging. Turnover rates currently [hover around **2 %**](https://www.theeap.com/news-views/hr-news-roundup-job-hugging-the-cost-of-anxiety-financial-benefits-and-more-hr-news), one of the lowest sustained levels since 2016 (outside pandemic distortions). [Korn Ferry](https://www.kornferry.com/insights/this-week-in-leadership/job-hugging-for-dear-life) dubbed it “job hugging,” and it’s exactly what it sounds like: holding tight to your current job because the market feels shaky and change feels risky. For HR, it’s tempting to relax. After all, fewer exits mean fewer headaches. *But this quiet stability might be more of a warning sign than a win.* ### **When “No Turnover” Turns Into Trouble** At first glance, low churn looks like a win. But scratch the surface and you’ll find a few things worth worrying about. - **Frozen Ladders:** If everyone’s hanging on, nobody moves up. Entry-level talent stalls, managers burn out, and growth slows. - **Disengaged Stayers:** [Not everyone who stays](https://www.themetissgroup.com/blog/job-hugging) is happy. Some just can’t justify leaving right now. That “trapped” feeling is contagious. - **Talent Scarcity:** Recruiters are fishing in a smaller pond. It’s harder to lure top talent away from jobs they already feel lucky to have. - **False Sense of Security:** HR dashboards showing high retention can hide real issues, burnout, [quiet quitting](https://www.investopedia.com/what-is-quiet-quitting-6743910) (or [quiet cracking](https://www.cnbc.com/2025/08/25/quiet-quitting-is-a-past-trend-why-workers-are-quiet-cracking.html)), or lack of innovation. ## **How HR Can Flip It Into a Win** 1. **Create Movement Inside**: If no one’s leaving, open up internal pathways. Let people shift roles, learn new skills, and see a future without needing to exit first. 2. **Train Managers to Listen for “Safe Burnout”:** That’s when someone’s not unhappy enough to quit, but too drained to care. Encourage managers to ask not just “How are you doing?” but “What would make you feel more challenged or energized?” 3. **Keep the Energy High:** Offer short projects, stretch assignments, or internal internships. A small challenge can shake loose the fear that’s freezing people in place. 4. **Rework Your Hiring Story:** When you’re recruiting job huggers, safety is the pitch. Show how your organization offers both security and growth. 5. **Celebrate Intentional Staying**: People want to feel they’re choosing stability, not stuck in it. Use recognition programs and development plans that make staying an active choice. ### **When Turnover Slows, Smart Screening Still Matters** When people stop changing jobs, their growth can stall too. That’s where skill assessments come in handy: not just for hiring, but for keeping your current team sharp. Pre-hire tests still matter, of course. They help you bring in the right people when openings do appear. But the same kind of assessments can also guide training for employees who’ve chosen to stay. A [Microsoft Office skills test](https://employtest.com/basic-computer-skills-test-for-applicants/), for instance, can show who might need a refresher, or who’s ready to take on a new challenge. When workers see the company investing in sharpening its employees’ abilities, it signals trust and commitment: two things that keep engagement strong when the job market feels uncertain. ### **Don’t Mistake Stillness for Success** Right now, the quiet might feel nice after years of chaos. But too much calm can dull a company’s edge. HR’s real job is to keep momentum alive when movement slows. Because one day the market will swing again, and the same people hugging their jobs today might be sprinting toward the exits tomorrow. So don’t just count who’s staying. Ask *why*. The answer will tell you if your team’s stable… or just scared. --- ### [Everything You Should Know About Microsoft Outlook Tests](https://employtest.com/hrblog/everything-you-should-know-about-microsoft-outlook-tests/) **Published:** December 19, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Ever experienced this? A new hire starts, who said they’re “great with Microsoft Office,” and then struggles to not “reply all” or books a meeting that overlaps with three others. Outlook looks simple, until you rely on it all day long. That gap between what candidates claim and what they can actually do is where the [Microsoft Outlook Test](https://employtest.com/microsoft-outlook-test-for-job-applicants/) steals the show. It gives hiring teams a quick way to see whether someone can manage communication and scheduling without extra coaching. *It’s practical, fast, and reduces the guesswork that often slows down new hires*. --- ## **Why Outlook Skills Matter More Than Ever** Outlook sits at the center of daily work for many teams. Email threads, calendar invites, quick replies, task reminders, follow-ups: everything moves through it. When someone doesn’t handle these basics well, it affects the entire team. Remote and hybrid work made this even more visible. There’s no quick water cooler check-in anymore. If someone misses an invite or loses track of messages, things fall behind. This is especially true for roles in admin, operations, customer support, HR, and finance. Testing early helps you spot who can use Outlook confidently and who may struggle to keep up. --- ## **What Microsoft Outlook Tests Actually Check** A good Outlook test focuses on practical skills, not trivia. It shows how candidates handle everyday tasks that matter on the job. Here are the core areas it usually covers: #### **Inbox organization and prioritization** Sorting messages, flagging important items, managing folders, and cleaning up threads. This shows how candidates stay organized under real conditions. #### **Calendar and meeting management** Creating events, adjusting times, resolving conflicts, inviting people correctly, and updating meetings. Accuracy here affects workflow more than most people realize. #### **Tasks, reminders, and follow-ups** Outlook doubles as a planning tool. Strong users rely on tasks and reminders to stay ahead of deadlines. #### **Rules, categories, and filters** These features help users manage volume efficiently. Candidates who understand them tend to work faster and make fewer mistakes. #### **Attachments and shared mailboxes** Small tasks, but they matter. These steps often show whether someone is confident using Outlook day to day. #### **Skill level breakdown** - **Basic:** Can send, reply, accept invites, handle simple organization. - **Intermediate:** Manages busy calendars, uses reminders, keeps inbox under control. - **Advanced:** Uses automation, handles shared mailboxes, moves efficiently through the tool. --- ## **What Strong vs. Weak Outlook Skills Reveal About a Candidate** ### **Strong users tend to:** - Keep their inbox organized - Move through tasks quickly - Schedule carefully - Use reminders instead of relying on memory - Find information without digging around These habits usually translate into smoother onboarding and fewer follow-ups from managers. ### **Weaker users often:** - Lose track of messages - Make simple scheduling mistakes - Miss reminders - Struggle to keep things organized - Spend more time navigating than completing work These issues can create friction once the workload picks up, so spotting them early is helpful. --- ## **When You Should Use Microsoft Outlook Tests in the Hiring Process** An Outlook test is especially useful when: - **Applicants have mixed experience levels:** Some have used Outlook for years. Others haven’t touched it. The test gives everyone the same starting point. - **The role depends heavily on Outlook:** If the job involves scheduling, communication, or coordination, testing prevents mismatches. - **You’re hiring for admin or support roles:** These positions may rely on Outlook more than any other tool. - **You want to avoid training on basic tasks:** Hiring someone who already understands Outlook reduces onboarding time. - **You’ve had past issues with communication errors:** If disorganized inboxes or missed invites have caused problems, testing helps break that pattern. --- ## **Practical Steps for HR Teams: How to Add the Test to Your Process** The test fits easily into most hiring flows: #### **Where to place it** Many teams send it after the resume screen but before interviews. It helps narrow the list quickly. #### **Time commitment** Microsoft Outlook tests take 10 to 20 minutes. Enough to see skill level, not enough to slow the process down. #### **Setting expectations** Tell candidates the test reflects the work they’ll be doing. It keeps the process transparent. ### **How to review the score report** Look at accuracy, speed, and strengths or gaps. A balanced score is usually ideal. Fast but messy is risky. Slow but accurate can work for detail-heavy roles. ### **Pairing with other tests** Outlook tests work well alongside: - Excel or Word tests - Typing tests - Computer literacy assessments - Reasoning tests for multitasking roles Together, they give a well-rounded picture of someone’s readiness. --- ## **Final Takeaway for Hiring Teams** You don’t need to guess whether someone knows Outlook anymore. A quick, job-focused test tells you exactly how they’ll handle communication and scheduling once they start. It supports better hiring decisions, smoother onboarding, and fewer surprises after week one. If Outlook plays a big role in your team’s daily rhythm, adding the test is a simple win. It helps you spot dependable, organized candidates who can keep work moving, without adding extra training or cleanup on your end. [Try a free sample](https://employtest.com/pre-employment-test-sample/) of our Outlook test today! --- ### [When to Use an Attention to Detail Test vs a Cognitive Aptitude Test](https://employtest.com/hrblog/attention-to-detail-test-vs-cognitive-aptitude-test/) **Published:** March 3, 2026 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes Not all “thinking” tests measure the same thing. It makes sense at first to lump attention to detail tests and cognitive aptitude tests into the same bucket. They shouldn’t be. They answer two completely different hiring questions. If you use the wrong one, you don’t get a bad result; you just don’t get the signal you actually need. Here’s how to choose. ## **Use an Attention to Detail Test When Accuracy Is the Risk** An [attention to detail test](https://employtest.com/attention-to-detail-test/) measures precision. It shows you whether a candidate can: - Spot inconsistencies - Catch small errors - Compare data accurately - Follow instructions exactly - Maintain focus on specific work tasks This test answers one simple question: **Will this person catch mistakes before they become expensive?** Use it when the role is process-driven and error-sensitive. For example: - Administrative assistants - Accounting and bookkeeping roles - Payroll and billing staff - Legal assistants - Compliance positions In these jobs, small errors snowball. One missed number. One overlooked clause. One incorrect entry. If accuracy is part of the job description, it should be part of your screening process. An attention to detail assessment gives you direct evidence of precision before day one. ## **Use a Cognitive Aptitude Test When Reasoning Drives Performance** A [cognitive aptitude test](https://employtest.com/cognitive-ability-test-for-applicants/?utm_source=Direct&utm_medium=direct) measures reasoning ability. It evaluates how well someone can: - Solve unfamiliar problems - Recognize patterns - Process new information quickly - Apply logic under time pressure - Learn new systems This test answers a different question: **How quickly and effectively can this person think through new challenges?** Use it when the role requires adaptability, decision-making, or problem-solving. Examples: - Managers and supervisors - Sales professionals - Operations roles - Analysts - Technical hires - Project managers If the environment changes often and the role isn’t purely task-based, reasoning ability becomes a strong predictor of performance. A cognitive aptitude test helps you evaluate learning capacity and problem-solving skills, not just resume claims. ### **The Core Difference** ![Comparison Table List Infographic Graph 9](https://employtest.com/wp-content/uploads/2026/03/Comparison-Table-List-Infographic-Graph-9.jpg) \#image\_title Here’s the cleanest way to think about it: Attention to detail = execution accuracy. Cognitive aptitude = reasoning capacity. One measures how carefully someone performs known tasks. The other measures how effectively they handle new ones. A candidate can think fast but miss small errors. Another can be extremely accurate but slower with abstract reasoning. Neither is “better.” It depends on the job. ## **When You Should Use Both** Some roles demand both precision and reasoning. An accounting supervisor must analyze financial trends (reasoning) and review reports for errors (accuracy). A sales manager needs strategic thinking (reasoning) and contract review precision (detail). When the role blends complexity with risk, combining assessments gives you a clearer picture. Hiring becomes more predictable when you measure both capacity and consistency. ## **Make the Test Match the Job** The right assessment doesn’t complicate hiring. It clarifies it. Define the skill. Measure the skill. Hire with confidence. If you’re ready to stop relying on resume claims, [check out the assessments](https://employtest.com/tests) today. --- ### [Why an Excel Assessment Test for Employment Is Important](https://employtest.com/hrblog/excel-assessment-test-for-candidates-standard-procedure/) **Published:** May 27, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. ### What do Employment Tests Over Excel ask? Employers often use a pre-employment Excel assessment test to assess a candidate’s proficiency in Microsoft Excel. These assessments evaluate data entry abilities, formatting skills, formula knowledge, charting expertise, and familiarity with advanced features like pivot tables and macros. [See Pricing](https://employtest.com/employtest-pricing/) [Try for Free](https://employtest.com/pre-employment-test-sample/) An Excel assessment test measures a candidate’s proficiency with the program, especially for positions that require data manipulation and formula usage. This test helps you assess a candidate’s suitability for the job by evaluating their ability to handle tasks requiring Excel. Ultimately, it provides companies with a perfect gauge of a candidate’s skills and capacity to perform job-related responsibilities. Hiring for spreadsheet-heavy roles? Add [Excel assessment test for applicants](https://employtest.com/excel-assessment-test-for-applicants/ "Excel Assessment Test for Applicants") to validate real-world proficiency. But just how effective is an Excel test in identifying the most capable and qualified candidate? Can the broad brush term of spreadsheet skills alone determine a candidate’s suitability for your company? Let’s dig deeper to find out! > > ***In my experience, departments that use Excel assessments tests see fewer errors and less headaches — it’s a must-have for data-driven roles. Investing in Excel assessment tests today saves you from the hidden costs of poor hiring decisions tomorrow.*** > > > > **[Ken Crowell ](https://www.linkedin.com/in/crowellken/ "Ken Crowell")– EmployTest** > > **How Do Excel Ability Tests Help in Hiring? (Video)** ## **Why Give a Pre-Employment Excel Assessment Test?** [Excel assessment tests for jobs](https://employtest.com/excel-tests-job-applicants/) help you identify top talent and build a strong foundation for your company’s future growth and success. Through my years of implementation, I’ve discovered several key benefits that make these tests essential to modern recruitment processes. ### **1. To unearth Excel superstars** These evaluation tools can help find “Excel superheroes” among job applicants. Just as heroes need trusted sidekicks, companies seek people with reliable Excel skills—as proficiency often correlates with strong analytical abilities. Those who pass Microsoft Excel assessment tests can perform insightful data analysis for strategic decision-making and accurately handle intricate computations and large datasets, reducing errors in budgeting, financial reporting, and other critical tasks. These tests also filter out candidates who don’t meet the necessary Excel standards, streamlining the hiring process and ensuring the best fit for the position. ![Why an Excel Assessment Test for Employment Is Important](https://employtest.com/wp-content/uploads/2023/09/shutterstock_1954891516.jpg "woman working with spreadsheets on laptop") ### **2. To assess job suitability** As part of the [pre-hiring process](https://employtest.com/hrblog/best-pre-employment-assessment-tests/), Excel tests determine a candidate’s suitability for roles requiring proficiency with the program. While not every employer mandates Excel assessments, for those who do, these tests help spot the perfect fit. Evaluating a candidate’s Excel skills can improve the interview process by providing data points on where you can dive deeper into relevant experience related to the job tasks ### **3. To ensure your candidates have a baseline** You want to hire someone who knows the basics of the job role. Excel assessment tests confirm the candidates’ understanding of the Excel basics you require. Think of this test as wading into the shallow end of the pool before diving into the deep end. Your candidates should showcase proficiency in key Excel features like keyboard shortcuts, cell references, and data ranges. A well-designed Excel skills assessment helps distinguish between individuals with foundational skills and those with advanced proficiency, ensuring that only qualified candidates proceed to the interview stage. ### **4. To filter candidates** This test also helps employers filter out candidates lacking the required Excel skills. During the screening process, general questions such as “How long have you been using Excel?” can gauge overall familiarity. However, the test provides a more precise assessment of their abilities after passing initial interviews. ### **5. To enhance team productivity** Having team members who are great at Excel makes everyone’s work smoother and helps the team achieve its goals faster. Excel assessments are invaluable for identifying such candidates. When onboard, these individuals can quickly work with data, produce accurate reports, and efficiently use Excel features. As a result, tasks like data analysis and reporting get done faster and better. ### **6. To reduce training costs** Testing job applicants’ Excel skills before hiring them shows you those with extensive experience. This saves you time and money on training programs because these new hires require less training on the basics. They can quickly adapt to your organization’s data processes—further [reducing training costs](https://employtest.com/hrblog/small-businesses-cant-afford-to-make-bad-hires/). [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ### **7. To improve data accuracy** Candidates who succeed in Excel tests keep data accurate. They perform precise calculations and keep your data organized. In 2021, my team compared error rates between departments that used Excel assessments in hiring versus those that didn’t. The results were striking: departments with Excel-vetted employees showed 73% fewer spreadsheet errors and 45% faster report generation times. Hiring people with strong Excel skills reduces mistakes in reporting and data analysis, making your data more reliable. ![Excel Assessment Test for Employment ](https://employtest.com/wp-content/uploads/2023/09/shutterstock_2161657635.jpg "microsot excel closup") ## **The Importance of using an Excel Testing for Employment for Various Job Roles** Excel assessment tests are crucial tools for evaluating candidates across different job roles. Let’s explore how these tests help identify top talent and ensure a good fit for roles ranging from accountants to data clerks. ### **1. Accountant or auditor** Accountants and auditors maintain financial integrity through Excel’s data validation functions. Excel assessment tests evaluate their ability to create accurate financial reports, conduct variance analysis, and ensure regulatory compliance. This guarantees that aspiring accountants and auditors are well-equipped to uphold financial accuracy and support compliance requirements. ### **2. Financial analyst** Excel assessment tests enable financial analysts to showcase their skills in financial modeling, data analysis, and reporting. To support strategic decisions, they must analyze financial data, generate forecasts, and provide insights. They use VLOOKUP and pivot tables to compare sales data across regions, INDEX MATCH to retrieve specific information from large datasets, and data modeling to predict various financial scenarios. Their mastery allows them to create accurate financial models and forecasts, empowering them to make smart decisions that drive the company’s economic success. ### **3. Business and marketing analyst** Business and [marketing experts](https://www.spiralytics.com/) rely on Excel assessment tests to analyze market trends, customer data, and campaign performance. Candidates for roles such as market analysts should be adept at evaluating customer behavior, measuring campaign results, and optimizing marketing strategies. They leverage pivot tables to segment customer data, conditional formatting to highlight trends in sales reports, and VBA macros to automate repetitive tasks in Excel. ![Excel Assessment Test](https://employtest.com/wp-content/uploads/2023/09/shutterstock_2247292111.jpg "concentrated male financier using laptop, working office data") ### **4. Data analyst** Data analysts interpret complex datasets, cleanse data, and perform statistical analyses. In a healthcare organization, they work with large datasets to identify trends, patterns, and insights that inform strategic decisions. Mastering pivot tables and forecasting tools enables them to effectively create dynamic dashboards, automate workflows, and communicate insights. ### **5. Cost estimator** For cost estimators, Excel assessment tests help you see just how well they efficiently handle cost calculations and track expenses. Proficiency in Excel enables them to estimate costs accurately and present findings in comprehensive reports. [Testing their attention to detail](https://employtest.com/attention-to-detail-test/) ensures they have the necessary skills to excel in this role. ## **A Game-Changer in Hiring EXCEL-lence** ![Why an Excel Assessment Test for Employment is critical](https://employtest.com/wp-content/uploads/2023/09/shutterstock_1118068022.jpg "man using project management software at work") The benefits highlighted above make it evident how crucial assessment tests are in recruiting top talent. These tests are designed not only to spot Excel experts but also to find team members who add significant value to your company. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** excel test,pre-employment testing --- ### [Hiring Freelancers Without Skills Testing? Here’s What It Could Cost Your Business](https://employtest.com/hrblog/hiring-freelancers-without-skills-testing-heres-what-it-could-cost-your-business/) **Published:** June 3, 2026 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Hiring freelancers and gig workers used to feel fairly low risk. Need a quick logo design? Hire someone online. Need help [cleaning up spreadsheets](https://employtest.com/excel-assessment-test-for-applicants/)? Bring in a contractor. Need temporary admin support? Find a freelancer and move fast. That speed and flexibility is exactly why businesses rely so heavily on contractors today. But there’s a problem many companies don’t think about until it’s too late: Most freelancers are hired with little or no skills verification. For full-time hires, companies often review resumes, conduct interviews, and use pre-employment testing to verify ability before work begins. For contractors? Many companies skip straight to onboarding. ## **Why Companies Lower Their Hiring Standards for Contractors** Part of the reason is psychological. Employers often assume contractors are lower risk because they: - work temporarily - are project-based - can be replaced quickly But the impact of bad performance doesn’t magically disappear because someone is classified as a freelancer. A contractor with weak Excel skills can still damage reporting accuracy. A virtual assistant with poor attention to detail can still create workflow problems. A freelance customer service rep can still frustrate customers and damage brand perception. Contractors actually create risk faster because companies move them into active projects with less oversight and less onboarding. ## **The Resume Problem Is Getting Worse** Another issue is how easy it has become to look qualified online. AI tools can now: - rewrite resumes - improve portfolios - generate polished cover letters - optimize LinkedIn profiles - create professional-sounding responses That means hiring managers are trusting opinions and gut feelings, instead of practical ability. A polished profile does not guarantee someone can actually do the job. This is especially important for remote freelancers and gig workers who may never meet with hiring managers in person before starting work. ## **What Is a Contractor Skills Test?** A contractor skills test is a short assessment used to verify whether freelancers, gig workers, or independent contractors can actually perform the tasks required for a role. Unlike resumes or interviews, contractor skills tests measure practical ability. Businesses commonly use freelancer assessment tests for: - Microsoft Excel - Microsoft Word - Data entry - Customer service - [Bookkeeping](https://employtest.com/pre-employment-accounting-test/) - Attention to detail - Written communication These assessments can be completed in under 20 minutes. That small amount of screening time can help employers avoid expensive project delays, management headaches, and quality issues down the road. ## **Why More Companies Are Testing Gig Workers Before Hiring** As contractor and gig-based staffing becomes more common, many businesses are beginning to apply the same hiring standards to contractors that they already use for full-time employees. The goal isn’t to make hiring slower. It’s to make hiring more predictable. When employers verify skills before assigning work, they can: - Reduce hiring mistakes - Improve project quality - Spend less time managing poor performance - Protect client relationships - Increase confidence in hiring decisions For companies hiring remotely, contractor screening is becoming less of an optional step and more of a practical business safeguard. ## **Should You Test Freelancers Before Hiring?** Not every freelance role needs an extensive hiring process. But if a contractor will: - handle customer communication - manage data - work inside critical systems - support business operations - represent your company externally …then verifying skills before work begins is often worth the extra few minutes. The cost of a short contractor skills test is usually far lower than the cost of discovering a problem after deadlines, deliverables, or customer relationships are already affected. ## **Ready to Verify Contractor Skills Before Hiring?** Browse contractor and freelancer assessment tests for Microsoft Office, customer service, bookkeeping, data entry, communication skills, attention to detail, and more. If you’re not sure which assessments fit your contractor roles best, request a [15 minute meeting](https://meetings.hubspot.com/employtest/test-talk-chat) to get recommendations based on the jobs you hire for most often. **Blog Categories:** Employment Tips, Employment Tips,Hiring Tips,employment tests --- ### [How to Screen Candidates for Financial Services: A Guide](https://employtest.com/hrblog/screen-candidates-financial-services/) **Published:** May 19, 2026 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes Knowing how to screen candidates for financial services roles is harder than ever. Nearly one in four frontline bank employees leaves within a year. That’s not a typo. A[ Crowe survey](https://americanbanker.com/news/employee-churn-surges-at-banks-despite-pay-hikes) of 429 financial services organizations put non-officer turnover at 23.4% in a single year. And that was after banks handed out pay raises. Screening more carefully upfront is the only lever that actually moves that number. Here is how firms that get this right actually do it. **Key Takeaways:** - Financial services hiring carries more compliance risk than most industries due to FDIC and FINRA rules - Teller and frontline staff turn over at 20-24% per year, making early screening a real cost saver - Pre-employment tests for attention to detail, cognitive skills, and banking knowledge help identify strong candidates before the interview - The full process takes 2-3 weeks. Replacing a bad hire costs up to twice their annual salary. The math is not hard ## **Why Screening Candidates for Financial Services Is a Different Animal** In most industries, a bad hire costs you time and money. Financial services, it can also cost you a client or a compliance violation. That raises the stakes on every part of your process, especially the part most small firms skip: testing whether candidates can actually do the job before you bring them on. Compliance checks tell you if someone is eligible. They do not tell you if they are good. Your staff handles client money, sensitive data, and high-stakes paperwork every day. Being eligible on paper and being ready for the role are two very different things. That gap is exactly what pre-employment testing closes. #### **Step 1: Check Whether They Can Actually Take the Job** This comes before the first interview. Not after. For registered financial roles, run a[ FINRA BrokerCheck](https://brokercheck.finra.org/) search. For insurance roles, verify active licensure through your state’s department of insurance. Takes a few minutes and has saved a lot of firms from very uncomfortable conversations later. For everyone else, read the application like a skeptic. Gaps that do not add up. Titles that do not match the dates. A career history that somehow skips entire years. These things show up constantly, and employment verification catches them in ways that interviews simply don’t. Some roles also need a credit history review, mainly anything with direct access to client funds. Written consent from the candidate is required first. Make sure your team knows that before anyone pulls a report. ### **Step 2: Test Before You Interview** Many small financial services firms skip this step. It is also the step that makes the biggest difference. A resume is a marketing document. A[ pre-employment skills test](https://employtest.com/tests/) is actual evidence. For roles where one mistake can mean a compliance issue or a client problem, **that difference matters a lot.** #### **Tellers, member service reps, new account staff, and insurance customer service roles** Start with the[ Attention to Detail Test](https://employtest.com/attention-to-detail-test/). Financial and insurance work punishes errors, and this one is one of the best predictors of frontline accuracy out there. Add the[ Banking Skills Test](https://employtest.com/banking-skills-test/) for cash handling and math under pressure. For anyone in a high-volume client-facing role, the[ Customer Service Aptitude Test](https://employtest.com/customer-service-aptitude-test/) rounds it out. #### **Analysts, loan officers, insurance underwriters, and back-office roles** Start with the[ Cognitive Ability Test](https://employtest.com/cognitive-ability-test-for-applicants/). These roles need people who can process a lot of information fast and figure things out without hand-holding. Then the[ EQ Profile](https://employtest.com/eq-profile-emotional-intelligence-test/) to see how they handle pressure, difficult clients, and the moments that do not show up in a job description. #### **Supervisors and branch managers** The[ Management Aptitude Test](https://employtest.com/management-aptitude-test/) shows you how someone actually makes decisions under pressure before you give them a team. Pair it with the[ Work Personality Profile](https://employtest.com/personality-profile-test-for-employment/) to understand how they operate day to day. Each test runs 12 to 25 minutes. You walk into the interview with real information instead of vibes. **From the field:** The Attention to Detail test changes the whole conversation. Instead of “does this person seem reliable?” it becomes “here is what the data shows.” That is a much better place to make a hiring decision from. #### **Step 3: Run the Background Check** Not optional. For these roles it carries real legal weight. A standard check covers criminal history at the county, state, and federal level, employment verification, education verification for roles that need specific credentials, credit history for positions with fiduciary duties (written consent required first), and FINRA or regulatory checks for any licensed roles. One practical note: tell candidates upfront that this takes 3 to 10 business days. Candidates who know what to expect stay in the process. Candidates who get no communication after an interview tend to quietly accept something else. #### **Step 4: Interview and Check References** By now you have done the actual work. The interview is not where you figure out if someone can do the job. That already happened. This is where you learn how they think, how they communicate, and how they handle real pressure. Structured questions. Same questions, same order, every time. Easier to compare candidates and much cleaner documentation if a decision ever gets questioned. For references, go specific. How did they handle a bad day? Did they catch their own mistakes? What would that manager do differently the second time? You are not looking for drama. You are listening for hesitation. ### **The Full Timeline** 1. Application review and compliance check (Days 1-2) 2. Pre-employment testing (Days 3-4) 3. Background check (Days 5-10) 4. Structured interviews (Week 2) 5. Reference checks and final decision (Week 2-3) Two to three weeks total.[ SHRM estimates](https://www.shrm.org/executive-network/insights/myth-replaceability-preparing-loss-key-employees) replacing one employee runs 50% to 200% of their annual salary. For a $45,000 teller that is up to $90,000 out the door. Spending two weeks screening carefully is not slow. It is just cheaper than the alternative. **What we see:** Almost every firm that comes to EmployTest is already doing background checks. The gap is almost always the same place: between application review and first interview. That is where the preventable mis-hires get through. ### **Frequently Asked Questions** **Do all financial services roles require a credit check?** No. Mainly roles with direct access to client funds or fiduciary responsibilities. Written consent is required and the process must follow FCRA guidelines. Talk to your legal team before adding it to your standard flow. **What is the difference between a FINRA check and a regular background check?** A background check covers criminal history, employment, and education. A[ FINRA BrokerCheck](https://brokercheck.finra.org/) search is specific to registered financial professionals and covers licensing status and past regulatory actions. For registered roles you need both. **How do pre-employment tests fit into a regulated hiring process?** They are legal and effective when job-related and applied consistently to every candidate for the same role. The[ Banking Skills Test](https://employtest.com/banking-skills-test/) and[ Attention to Detail Test](https://employtest.com/attention-to-detail-test/) give you documented, consistent data that holds up if a hiring decision ever gets reviewed. **Can small firms actually afford pre-employment testing?** Yes. Testing platforms and background check providers charge per use. You only pay when you are actively hiring. The cost is nowhere near what a mis-hire costs you. ### **Try It on Your Next Role** Pre-employment testing is the fastest gap to close if your process has one. Whether you are hiring for a bank branch, an insurance agency, or a wealth management firm, the right test takes 12 to 25 minutes and tells you more than a resume ever will. Browse the full test library at[ EmployTest.com](https://employtest.com/tests/). No long setup, no annual contract. Just a clearer picture of who you are actually bringing on. --- ### [MS Office Skills in the Workplace: Benefits, Programs, How to Test](https://employtest.com/hrblog/ms-office-skills-in-the-workplace-benefits-programs-how-to-test/) **Published:** June 14, 2024 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. After meeting with the call center manager and completing your [pre-planning worksheet](https://employtest.com/wp-content/uploads/2024/04/Pre-Employment-Testing-Worksheet-Fillable-PDF.pdf) for the open positions they have asked you to source candidates for, you’ve determined that you definitely need to pre-screen candidates for MS Office skills. MS Office is a suite of essential applications that form the backbone of many companies worldwide. Over [1.3 million US companies](https://www.statista.com/statistics/983321/worldwide-office-365-user-numbers-by-country/) use Office 365, but not every applicant understands how to use it. These Microsoft Office programs keep organizations running smoothly by enabling team collaboration and streamlining operations, from creating Word documents to designing PowerPoint presentations. Candidates for your company should be proficient in MS Office. HR managers often use specialized tests during the interview and pre-hiring processes to confirm that new employees have these vital skills. The [Microsoft Office skills test for employment](https://employtest.com/microsoft-office-skills-test/ "Microsoft Office Skills Test for Employment") verifies core office abilities before interviews. EmployTest recognizes the importance of this practice and strives to develop the perfect MS Office tests that help HR managers identify candidates who best meet their company’s skill requirements. Read on to learn more about the benefits of Microsoft Office testing and how it can improve your hiring process. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore The Microsoft Office Test](https://https://employtest.com/microsoft-office-skills-test/ "Explore The Microsoft Office Test") --- - - [Benefits of MS Office Skills in the Workplace](#benefits-ms-office-skills) - - [MS Office Suite Programs to Test For](#ms-office-suite-programs "MS Office Suite Programs to Know") - - [How to Measure MS Office Skills in the Workplace](#how-to-measure-ms-office-skills "How to Measure MS Office Skills in the Workplace") - - [Challenges and Solutions](#challenges-solutions) - - [Adding MS Office Testing into Recruitment and Training Processes](#adding-ms-office-testing) --- > ***“MS Office bridges the gap between individual talent and organizational success. However, “proficiency” means different things to different teams, so define it before you hire. Remember, resumes can be exaggerated, but skills tests for MS Office reveal the truth and help you hire with confidence.”*** > > **[Ken Crowell](https://www.linkedin.com/in/crowellken "Ken Crowell") – EmployTest** **Why Office Skills are Important (video)** ## **5 Benefits of MS Office Skills in the Workplace** There are several benefits of employees having excellent MS Office skills, including: ### **1. Enhanced productivity and efficiency** People with MS Office skills can be turbochargers for workplace productivity. For instance, Word’s Editor tools enable users to create well-formatted documents efficiently, while Excel’s auto-calculating formulas allow data analysts to process and analyze vast amounts of data simultaneously. ### **2. Versatility and adaptability** Employees who are knowledgeable in MS Office have a versatile skill set suited for various tasks, ranging from administrative duties to financial analysis and reporting. Their ability to seamlessly integrate MS Office programs with other software systems enhances overall work efficiency. By leveraging MS Office tools alongside solutions such as project management applications or CRM systems, these professionals can streamline workflows and adapt to technological advancements. Their proficiency in MS Office enables them to deliver effective results while easily adjusting to their work environment. ### **3. Improved collaboration** Hiring employees who know their way around Microsoft’s software works wonders for communication and teamwork. Different departments can easily connect and track projects through MS Teams meetings, fostering better collaboration. MS Office’s programs also come with many collaborative features. PowerPoint, Excel, and Word allow users to share files with specific people and allow real-time comments and edits. With these resources, teams can complete tasks faster and deliver better results. ### **4. Data analysis and decision-making** Analysts use MS Excel to manage large datasets and help them make decisions. When you have employees with advanced spreadsheet skills, they can provide data-driven projections and reports, which lead to better insights. Excel specialists can also give their companies a competitive advantage by analyzing historical data and strategically planning future actions. ### **5. Professionalism and credibility** Many companies require knowledge of MS Office, often listing it as a job requirement. Proficiency in Word, Excel, and PowerPoint lends credibility to an applicant, showing their ability to deliver quality work. Advanced MS Office certifications also show a commitment to continuous learning and professional development, setting candidates apart from their peers. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ## **5 MS Office Suite Programs to Test For** When companies want proficiency in MS Office, what are they talking about? There are different programs that people could be experts in, which include: ![MS Office Suite Programs to Test For](https://employtest.com/wp-content/uploads/2024/06/DR20240345_Pillar1_Infographic.jpg) ### **1. Microsoft Excel** Microsoft Excel is the best friend of many data analysts, finance teams, and anyone in between. It’s a cornerstone for companies, allowing users to organize vast amounts of information, perform complex calculations, and visualize results through charts. ![microsoft excel](https://employtest.com/wp-content/uploads/2024/06/shutterstock_2058695381.jpg)Given its widespread use, Excel proficiency is a prerequisite in many organizations, making it a key component of the [Microsoft Office skills test](https://employtest.com/hrblog/how-a-microsoft-office-test-can-help-you-choose-a-clerical-worker/). Mastery of Excel is indispensable for tasks ranging from budgeting to inventory management. Some documents in this program include financial reports, inventory trackers, project timelines, and even employee schedules. ### **2. Microsoft Word** Microsoft Word simplifies document creation by providing a user-friendly interface for drafting professional-looking documents such as resumes, business letters, and project proposals. Skills in using MS Word are critical, as clear and well-formatted documents are vital for effective communication and maintaining professionalism. ![microsoft word](https://employtest.com/wp-content/uploads/2024/06/shutterstock_2370652799.jpg)### **3. Microsoft PowerPoint** PowerPoint comes into play when you need a visual aid. As the go-to application for presentations and slideshows in meetings, this program allows users to visually convey their ideas through graphics and multimedia elements. ![microsoft powerpoint](https://employtest.com/wp-content/uploads/2024/06/shutterstock_1969327357.jpg)The inclusion of PowerPoint in the [MS Office skills test](https://employtest.com/hrblog/microsoft-office-testing-for-employment/) lets you see if the worker can create compelling presentations for communicating and sharing information in a work environment. ### **4. Microsoft Access** Microsoft Access enables users to create and manage databases, providing them with the capability to store, retrieve, and analyze information efficiently. According to [6Sense](https://6sense.com/tech/database/microsoft-access-market-share), around 43,000 firms use MS Access, primarily small companies with 5,000 employees or less. Most of these organizations are also based in the United States (70%). ![microsoft access](https://employtest.com/wp-content/uploads/2024/06/shutterstock_2407430111.jpg)### **5. Microsoft Outlook** Outlook, an application for managing emails, scheduling appointments, and organizing tasks, is essential for teams striving to facilitate their time and communicate effectively, especially when the company has several offices abroad. It’s best to test candidates’ Outlook proficiency because effective email management and communication skills foster productive teamwork among colleagues. ![microsoft outlook](https://employtest.com/wp-content/uploads/2024/06/shutterstock_1971555089.jpg)Candidates applying for positions involving database management, data entry, and report generation should undergo an MS Access proficiency test. Those with expertise in this program tend to do well with data entry and report generation tasks. ## **How to Measure MS Office Skills in the Workplace** Testing an applicant’s proficiency with these programs means that you can determine if they can excel in the role they’re applying for. Here are some of the ways you can conduct an MS Office assessment: ### **Simulation-based assessments** By simulating a work setting, candidates interact with the software as if they were already working for the company. This [Microsoft skills test](https://employtest.com/microsoft-office-skills-test/) assessment gives you a more realistic evaluation of their proficiency levels and how they’ll handle their responsibilities. It also highlights areas where they may need additional training or instruction. This is the best way to measure MS Office skills in the workplace. ### **Practical exercises** In practical application exercises, applicants are tasked with specific activities using MS Office programs. For instance, they might use PowerPoint to create a report or Excel to develop an auto-calculating finance sheet. This method allows evaluators to see how well candidates can apply their skills in real-world situations and assess their familiarity with the tools they are likely to use often. The candidate will then return the completed project to the recruiter for interpretation and grading. ### **Multiple-choice tests** Microsoft skills tests typically involve multiple-choice questions to assess candidates’ understanding of the features of various MS Office programs. For example, they might be presented with screenshots of the software interface and prompted to identify the function of highlighted portions. However, multiple-choice tests are often considered the least effective way to assess Microsoft skills. Applicants can also simply guess the answers, which can undermine the reliability of the assessment. ## **Challenges and Solutions** While handing out these tests, there may be some challenges that you or the applicants may encounter, which could include: ### **Overestimation of skills** Sometimes, applicants may overestimate their MS Office skills, leading to mismatches between their perceived proficiency and the actual abilities your company needs. To address this challenge, ensure your tests are objective so you have an accurate assessment of their abilities. ### **Mismatched definitions of proficiency** Certifications can give the impression of expertise, but they’re not universally required for specific industries or companies. Last year, I interviewed a candidate who had an MS Office certification but couldn’t perform basic mail merge functions in Word – a critical skill for the administrative position they were applying for. This experience taught me that certifications alone aren’t enough; practical testing is essential. There can be confusion between candidates and hiring managers regarding competency levels, as different companies have varying standards. For instance, what one company considers an “intermediate” level may be deemed “expert” elsewhere. To bridge this gap, establish proficiency criteria when talking about job requirements with applicants, making sure they understand the expectations. ### **Lack of subject matter expertise** If you handle recruitment and assessments, you might not necessarily be an MS Office subject matter expert. This lack of expertise can make it hard to evaluate candidates fairly or ask the right questions during interviews. It could hurt the evaluation process. However, partnering with testing companies like EmployTest can help overcome this hurdle, ensuring unbiased and thorough assessments. ### **Time and resource constraints** Creating and scoring MS Office tests internally can be time-consuming and resource-intensive for your company. Reputable testing providers like EmployTest offer pre-built tests that can streamline the testing process and deliver reliable results without overburdening your HR team. ## **Adding MS Office Testing into Recruitment and Training Processes** Here are some of the ways you can use MS Office tests during your company’s hiring and onboarding procedures: ### **Pre-employment screening** By including [Microsoft office skills test](https://employtest.com/microsoft-office-skills-test/) in your pre-employment screening processes, you can assess whether your applicants have the required skills to fit into your company. This early evaluation helps avoid inconsistencies between candidates’ skills and job requirements, ensuring a better match during the recruitment process. ### **Skills development programs** MS Office testing is a baseline for designing development programs. By identifying areas that need improvement, you can tailor training courses to address skill gaps and expand your employees’ capabilities. ### **Performance evaluations** Performance reviews can includeMS Office tests to measure employees’ ongoing proficiency and growth. Through regular skills assessments, you can track your workforce’s development over time in order to provide support and training as needed. ***Many resources can help you seamlessly integrate MS Office tests into your recruitment process. Learn more:*** [***How a Microsoft Office Test Can Help You Choose a Clerical Worker***](https://employtest.com/hrblog/how-a-microsoft-office-test-can-help-you-choose-a-clerical-worker/) ***and*** [***Microsoft Office Testing for Employment.***](https://employtest.com/hrblog/microsoft-office-testing-for-employment/) ## **Elevate Your MS Office Assessments** Proficiency in MS Office is a significant requirement for many companies across various industries. From generating reports to fostering team collaboration, these software tools offer a wide range of benefits. EmployTest is ready to help your company find the right talent through [pre-employment assessment tests](https://employtest.com/) that accurately gauge MS Office skills. The goal of these tests is to have the best candidates on your team, ultimately contributing to your success. Prioritize MS Office proficiency in your recruiting process. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** microsoft office tests --- ### [7 Executive Assistant Skills to Look For in Applicants](https://employtest.com/hrblog/executive-assistant-skills/) **Published:** January 4, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **What are the skills required for an executive assistant?** Successful executive assistants need strong people skills, excellent communication abilities, basic computer skills, crisis management skills to handle issues calmly, project management skills to organize complex tasks, and top-notch organizational skills to thrive in a demanding, detail-oriented role. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Attention to Detail Test](https://employtest.com/attention-to-detail-test/ "Attention to Detail Test for Applicants") Executive assistants, or EAs, play a vital role in organizations, often responsible for a wide range of tasks. From calendar management to budget tracking, executive or administrative assistants help your organization with their diverse skill sets. Ideally, executive assistants are adept at not only handling routine tasks but also navigating the unexpected with high levels of proficiency and adaptability. Consider these must-have skills for executive assistants. ## **Top 7 Executive Assistant Skills** The executive secretary of past years has been upgraded to a strategic partner with the right blend of skills to make your day-to-day routine more organized, manageable, and productive. These modernized executive assistant skills can be part of your criteria when screening applicants. ### **1. People skills** ![Millennial,employees,gathered,in,boardroom,for,training,,black,boss,ceo](https://employtest.com/wp-content/uploads/2024/01/shutterstock_1315451216.jpg) First on the list of skills for an executive assistant (EA) is interpersonal expertise. It’s more than friendliness. It’s about knowing how to deal with different people, including those from other cultures. Executive assistants often find themselves bridging gaps between teams of varying backgrounds, and excellent people skills allow them to face potential misunderstandings with finesse. In terms of global expansion, recognizing the importance of formalities or subtleties of non-verbal communication in certain cultures becomes crucial when coordinating with international counterparts. An executive assistant’s skills are valuable in building professional relationships based on respect and cultural sensitivity. When assessing this skill, an [emotional intelligence assessment](https://employtest.com/emotional-intelligence-profile-for-applicants/) can gauge how well EA candidates fit in a globally interconnected workplace. ### **2. Communication skills** Beyond people skills, communication prowess is essential for an executive assistant’s role. You want someone who knows how to communicate clearly in a written and verbal medium. Consider the scenario of drafting emails. Your executive assistant is responsible for crafting clear, concise messages that leave zero room for misinterpretation. It’s also the EA’s job to convey urgency or importance appropriately. Administrative assistants who handle high-stakes phone calls and brief stakeholders can effectively manage important business matters. Since your assistant represents you, you need someone eloquent and well-spoken to uphold your reputation. Consider implementing [grammar tests](https://employtest.com/grammar-tests/) to evaluate applicants’ communication skills. ### **3. Basic computer skills** ![Video,conference,concept.,telemeeting.,videophone.,teleconference.](https://employtest.com/wp-content/uploads/2024/01/shutterstock_1697348107.jpg) Technology plays a big part in daily life in most workplaces, which requires an executive assistant with a good knowledge of technology and business apps. This skill is especially important for financial-related tasks. For example, precise management and summarizing data is possible with your assistant’s mastery of Excel since the program can efficiently organize and represent complex information. Plus, your assistant’s ability to work with virtual meeting platforms like Zoom helps you stay updated with the latest tech trends. Screening applicants through a [computer skills assessment](https://employtest.com/computer-skills-tests-for-applicants-employees/) can help you land the right executive assistant in an era where digital fluency is necessary for effective business operations. ### **4. Crisis management skills** Executive assistants with crisis management skills can maintain composure while developing practical solutions in high-pressure situations. Take, for example, last-minute travel plans. An assistant with solid crisis management skills can promptly anticipate these potential issues and provide alternative arrangements, ensuring your schedule remains unaffected. From sudden scheduling conflicts to technical glitches during crucial virtual meetings, their capacity to manage crises defines an executive assistant as a reliable and resourceful problem solver. Crisis management skills, as measured by a [timed cognitive test](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/), can help see which applicant can think on their feet. ### **5. Project management skills** Project management can be a major part of an executive assistant’s role. EAs often oversee multiple initiatives and executives simultaneously, requiring prioritization skills and a good work ethic to meet competing deadlines without compromising quality. Having this administrative skill shows which assistant has leadership mastery. They can collaborate with various teams and specialists to launch a multifaceted event where everyone contributes to the project’s success. Strong project management skills transform an executive assistant into an indispensable player who can help your organization attain its organizational objectives. It’s best to conduct a thorough [reference check](https://employtest.com/hrblog/reference-check-questions/) before hiring applicants for EA roles. ### **6. Organizational skills** ![2024,event,planner,timetable,agenda,plan,on,schedule,event.,business](https://employtest.com/wp-content/uploads/2024/01/shutterstock_2002803581.jpg) An executive assistant can make your work easier and more organized with their organizational skills. They optimize your schedule to help you accomplish as much as possible in a day and resolve any scheduling conflicts. Their task prioritization skills also help align your routine with the company’s priorities. Impeccable paperwork management, traditional or electronic, is a necessary organizational skill. If you need a specific document or file, your EA can find it easily and quickly without wasting time. ### 7. Emotional Intelligence Emotional Intelligence (EI) is the ability to understand and manage emotions, both your own and those of others. This is critically important for executive assistants who often serve as the link between their boss and everyone else. An assistant with high EI can handle challenging interpersonal situations, pick up on subtle cues, and adapt their approach to fit the needs of the moment. They can also be a trusted confidant for their boss and a unifying force for the team. [Emotional Intelligence tests](https://employtest.com/emotional-intelligence-profile-for-applicants/ "Emotional Intelligence tests") can help you assess a candidate’s EI, giving you insights into their self-awareness, empathy, and ability to navigate complex emotional situations. ## **Navigating Success with a Proficient Executive Assistant** Proficient executive assistants are assets that can help your organization, thanks to their unwavering professionalism and strategic problem-solving skills. With these characteristics, you can effectively execute your visions and elevate your business’s success. Need an executive assistant? EmployTest is here to help you identify your ideal EA candidate through [pre-employment assessment tests](https://employtest.com/). Experience the future of EA recruitment.[ Book a consultation with our expert team](https://calendly.com/employtest-sales/test-talk " book a consultation with our expert team") today! --- ### [Diversity Hiring: How to Create an Inclusive Workplace (Infographic)](https://employtest.com/hrblog/diversity-hiring-practices/) **Published:** September 25, 2023 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes ### Why is Diversity Hiring Important in Recruitment? Diversity hiring is essential for businesses to thrive. A diverse workforce sparks innovation through varied perspectives. Companies prioritizing diversity outperform in profitability, engagement, and decision-making. Diversity hiring attracts top talent, builds cultural competence, and strengthens competitive edge. One study from 2021 found that nearly [80% of employees](http://cnbc.com/2021/04/30/diversity-equity-and-inclusion-are-important-to-workers-survey-shows.html↗) would rather work for a company that takes diversity seriously. Those who feel their workplace values inclusion are also more likely to be satisfied with their jobs and confident about growth opportunities. These infographics break down what diversity hiring actually means, where most companies fall short, and what you can do to make sure your team reflects the world we live in. ## **Workplace Diversity Hiring Statistics** Understanding the current state of workplace diversity can help you see where change is needed. Here’s where things stand: ![Employtest Workplace Diversity Hiring Statistics](https://employtest.com/wp-content/uploads/2023/09/EmployTest-Workplace-Diversity-Statistics.jpg "Employtest Workplace Diversity Statistics") - As of 2021, the [U.S. workforce](https://www.bls.gov/opub/reports/race-and-ethnicity/2021/home.htm) comprises the following: - Whites – 77% - Blacks – 13% - Asians – 7% - Mixed Races – 2% - American Indians and Alaska Natives – 1% - Of every 100 men promoted to manager positions, only [87 women and 82 women of color](https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace) receive the same opportunities. - Only [25% of LGBT+ employees](https://www.gallup.com/workplace/393983/lgbt-employee-experiences-know.aspx) believe their organization always treats them fairly, while only 17% feel their employers care about their well-being. - The [number of employed persons with a disability](https://www.bls.gov/news.release/pdf/disabl.pdf) (PWD) has increased from 19.1% in 2021 to 21.3% in 2022. However, PWDs across all age groups still have lower employment rates than those without disabilities. - In some cases, [seniority has a stronger correlation with workplace inclusion](https://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_841085/lang--en/index.htm) than personal background traits, with 92% of senior staff reporting feeling included and their workplace valuing diversity, in contrast to 76% of lower-level employees. - Since the start of the COVID-19 pandemic, [ 66% of employees](https://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_841085/lang--en/index.htm) saw an increased focus and action on diversity and inclusion in their workplaces. Another 66% indicated their expectations of employers to promote diversity and inclusion have risen due to the crisis. ## **Why Is Diverse Talent Important?** Embracing a diverse and inclusive workplace goes beyond mere representation. It brings many benefits that can positively affect every aspect of your business. Here are compelling reasons you should actively seek to hire diverse talent. ![Employtest Why Hire Diverse Talent](https://employtest.com/wp-content/uploads/2023/09/EmployTest-Why-Hire-Diverse-Talent.jpg "Employtest Why Hire Diverse Talent") ### 1. **Attract a wider talent pool** When you build an inclusive hiring strategy, you’re not limiting yourself to one type of candidate. You’re opening the door to people with a broader range of skills, experiences, and ideas. Let’s say you’re launching a product in Southeast Asia. Someone who understands that region’s culture, language, or market could help shape your strategy and improve communication with new customers and partners. People also want to work for companies that respect who they are. So, building a diverse workplace makes you more attractive to top talent. ### **2. Promote innovation and creativity** Different backgrounds lead to different ways of thinking. When people with different perspectives work together, they challenge each other and come up with stronger ideas. For example, if you’re designing a finance app, older employees might prefer a clean, no-frills layout. Younger teammates might suggest bright visuals and gamified features. Put those together and you’ve got an app that appeals to both groups. ### **3. Boost employee retention** People are more likely to stick around when they feel heard, included, and respected. A sense of belonging builds loyalty and reduces turnover, which saves time and money. Replacing just one employee can cost [$2,000 to $20,000](https://www.indeed.com/recruitment/c/info/cost-of-hiring-employees). Keeping your team intact means your hiring dollars go further and your company culture stays intact. ### **4. Improve brand reputation** A company that values duversity and inclusion sends a clear message to employees, clients, and customers. People want to support businesses that reflect their values. When employees are proud of where they work, they share that with others. That kind of word-of-mouth builds trust and helps you attract more great people. ### **5. Increase bottom line** Diverse teams make better decisions. They bring different viewpoints to the table and avoid groupthink, which leads to smarter strategies and stronger results. A [2022 study](https://www.asyousow.org/reports/workplace-diversity-and-financial-performance) has shown that companies with diverse leadership tend to perform better financially. That’s not a coincidence. It’s a direct result of having more complete conversations and stronger decision-making processes. ### **Why Can It Be Challenging for Some Companies to Hire a Diverse Workforce?** Even well-meaning companies struggle to hire more inclusively. Here are a few common reasons why: - They don’t know how to connect with underrepresented candidates - Hiring managers might have [unconscious bias](https://employtest.com/hrblog/reducing-recruitment-bias/) - The company culture doesn’t feel inclusive to everyone - There’s no real support from leadership to back up diversity efforts - Past reputation can make it harder to attract new candidates from outside the usual circles None of these are impossible to overcome. However, they do require effort, consistency, and buy-in from the entire company. ## **How to Improve Hiring Practices for Diversity**: 7 Pro Tips Hiring diverse talent is more than just giving people from all backgrounds a chance to showcase their skills and work experience beyond their personal traits. Here are some diversity hiring practices to implement in your organization. ![Employtest 7 Diversity Hiring Practices To Follow](https://employtest.com/wp-content/uploads/2023/09/EmployTest-7-diversity-Hiring-Practices-to-follow.png "Employtest 7 Diversity Hiring Practices To Follow") ### **1. Use diverse recruitment platforms** Various recruitment platforms enable you to pool specific or underrepresented groups. For instance, you can join social media groups for women in science, technology, engineering, and mathematics (STEM) or partner with organizations catering to the same community to widen your search. You can also join job fairs or hold seminars in universities to attract interns and fresh graduates. The key is to cover all your bases by sourcing candidates online and offline. ### **2. Use inclusive language in job ads** Your job ads can influence how job seekers perceive you. Use gender-neutral terms, avoid biased language, and emphasize your commitment to workplace diversity to convey your openness to candidates from diverse backgrounds. One way to show diversity and inclusivity is substituting gender-specific pronouns like “he” or “she” with gender-neutral terms such as “you” or “they.” You can also replace gender-specific titles like “salesman” and “saleswoman” with inclusive alternatives like “salesperson.” Moreover, refrain from using discriminatory or offensive terms and instead opt for inclusive language, such as “person with a disability” instead of focusing on the disability and “fluent in English” instead of “Native English speaker.” ### **3. Reduce unconscious bias in the hiring process** Unfortunately, some recruiters or hiring managers have personal prejudices toward specific groups that may affect their decisions. To prevent unconscious bias in your organization, conduct structured interviews, make standardized evaluation criteria, and gather diverse interview panels. For instance, some unbiased interview questions you can ask any candidate can include: - Can you provide an example of a project you worked on that demonstrates your problem-solving skills and approach to solving a complex problem? - Share an example of when you had to manage multiple priorities and deadlines simultaneously. How did you prioritize tasks and ensure timely completion? - Describe when you had to think creatively to solve a work-related problem or challenge. - If you made a mistake that went unnoticed by others, would you choose to address it and potentially delay progress, or would you ignore it to keep the project or task moving forward? - Can you discuss a specific accomplishment or achievement you’re proud of in your career? What steps did you take to achieve this success? These questions focus on skills, experiences, and qualifications rather than personal characteristics. Training recruiters and hiring managers on unconscious bias awareness can ensure fair and equitable evaluations. ### **4. Offer internships to targeted groups** [Thirty-five percent of job postings](https://www.linkedin.com/pulse/hirings-new-red-line-why-newcomers-cant-land-35-jobs-george-anders/) for “entry-level” positions require relevant work experience. However, getting hired for these posts can be difficult for people in ethnic minority groups or those living far from major cities. Internships and training programs are powerful tools for inclusion. Use them to reach people who may not have years of experience but show strong potential. You can also partner with LGBT+ organizations to ensure queer individuals gain professional growth since[ 46% have experienced workplace discrimination](https://www.nbcnews.com/nbc-out/out-news/half-lgbtq-workers-faced-job-discrimination-report-finds-rcna1935) in their careers. ### **5. Incorporate blind hiring practices** Blind hiring removes identifying information—names, gender, or educational institutions—from resumes or applications during initial screenings. This approach can help you focus solely on the qualifications and skills of candidates, minimizing the impact of unconscious bias and fostering a more diverse selection process. Consider providing [skills](https://www.employtest.com/)[ assessment tests](https://employtest.com/) to ensure you evaluate candidates based on their capabilities. For instance, you can give a [cognitive abilities test](https://employtest.com/cognitive-ability-test-for-applicants/ "cognitive abilities test") to measure a candidate’s critical thinking, problem-solving, and logical reasoning skills. You can also provide a [sales skills assessment](https://employtest.com/sales-aptitude-test/ "Sales Aptitude Test") to check a candidate’s negotiation and persuasive communication aptitude. ### **6. Implement anti-discrimination policies** Establish and enforce clear anti-discrimination policies prohibiting bias based on race, gender, age, or disability. It helps to create an equal employment opportunity (EEO) policy stating your commitment to employ individuals regardless of race, color, religion, sex, national origin, disability, age, or other legally protected characteristics. Your [EEO ](https://www.eeoc.gov/eeo-policy-statement)[policy](https://www.eeoc.gov/eeo-policy-statement) should include how you’ll fairly provide equal opportunities to potential and current employees and how you’ll deal with harassment cases. ### **7. Keep training your team** Diversity training should go beyond a one-time slide deck. Build a regular schedule of workshops, feedback sessions, and conversations. Help employees unlearn outdated habits and replace them with better ones. That takes time, but it’s worth the effort. ## **Embrace Workplace Diversity and Inclusion Today** Creating a diverse and inclusive workplace doesn’t happen overnight. But it starts with one thing: hiring. You don’t have to guess who the right candidate is based on a resume. With the right tools, you can spot real skills and hire based on performance, not bias. [Skills assessment tests](https://employtest.com/) from EmployTest objectively evaluate candidates based on their abilities, knowledge, and aptitude. At EmployTest, we create assessment tests to help businesses like yours make more informed hiring decisions, promote diversity, and create a thriving and inclusive workplace culture. Transform your recruitment process. [Request a demo of our advanced testing platform](https://calendly.com/employtest-sales/test-talk " request a demo of our advanced testing platform")! --- ### [The $20,000 Mistake Law Firms Risk Making with Every Hire](https://employtest.com/hrblog/mistake-law-firms-make-every-time-they-hire/) **Published:** February 17, 2026 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes Every time you hire solely based on a resume and interviews, you’re making a $20,000 gamble. Most managers won’t realize it until the damage is done. The new hire seemed perfect: impressive experience, confident answers, great references. Three months later, they’re struggling with basic tasks, making mistakes, and your team is picking up the slack. By the time you let them go, you’ve lost far more than their salary. ## **The True Cost of Traditional Hiring** The [Society for Human Resource Management](https://www.shrm.org/topics-tools/news/talent-acquisition/real-costs-recruitment) calculates the average cost-per-hire at $4,700. But that’s just the beginning. Add lost productivity while the bad hire operates at 60-70% effectiveness. Factor in the time your team spends covering their mistakes instead of doing their own work. Count the hours you spend explaining things that should be obvious and managing team frustration. Then there’s client impact. Missed deadlines. Document errors. Scheduling mistakes. Poor communication. Each one chips away at your reputation. The total cost ranges from $15,000 to $25,000 per bad hire. And if you’ve filled the same position twice in two years? Multiply accordingly. ## **The 2026 Hiring Crisis Law Firms Can’t Ignore** Traditional hiring is broken, and AI has made it a lot worse. Nearly half of applicants use ChatGPT to write their resumes, creating perfect documents for candidates who can barely write an email. They arrive with great credentials, confident interview answers, and glowing references. Then reality hits. They can’t format a document. They struggle with calendar management. They make expensive mistakes. Within 90 days, they’re gone, and you’re back to square one. ## **Why Firms Are Changing Their Approach** Research analyzing 85 years of hiring data reveals an eye-opener: interviews predict job performance at just 14% accuracy. That’s barely better than random chance. Meanwhile, [70% of resumes contain misleading information](https://www.forbes.com/sites/bryanrobinson/2023/11/05/70-of-workers-lie-on-resumes-new-study-shows/). Candidates claim “Word proficiency” but can’t create a table of contents. They list “attention to detail” but miss obvious errors. The disconnect between hiring processes and actual job performance has never been wider. ## **A Different Approach to Hiring** What if you could verify a candidate’s abilities before making an offer? What if you had objective data showing exactly what each finalist can and cannot do? The Law Firm Hiring Blueprint reveals the complete system for making evidence-based hiring decisions, instead of hoping your gut instinct is correct, including: - Why traditional hiring methods fail catastrophically in 2026 (and what the research actually shows) - The hidden costs of bad hires that most firms never calculate - A proven framework Fortune 500 companies use that’s finally accessible to small and mid-sized firms - The exact implementation process, start to finish - Ready-to-use templates you can deploy this week ## **Built Specifically for Law Firms** The Law Firm Hiring Blueprint tackles the challenges of hiring legal support staff: legal assitants, receptionists, and office managers. You’ll get practical tools, including skills-based job descriptions, email templates, implementation checklists, and a 24-hour quick-start guide. Everything you need to improve your hiring process is included. ## **The Real Question** How much is your next bad hire going to cost you? Another $20,000? Another three months of team issues? Another round of job postings and interviews? Another frustrated conversation where you realize this person can’t do what they claimed? Or will your next hire be different? The Law Firm Hiring Blueprint shows you exactly how to make your next hire your best hire. [**Download The Law Firm Hiring Blueprint**](https://hello.employtest.com/) for free and discover why hundreds of law firms have transformed their hiring process. Stop wasting money on bad hires. Start making evidence-based decisions today. --- ### [How to Screen Accounting Staff Without Relying on Resumes](https://employtest.com/hrblog/how-to-screen-accounting-staff/) **Published:** March 26, 2026 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ***TLDR: To screen accounting staff, stop guessing with resumes and interviews. To hire better accounting staff, screen for real skills (accuracy, attention to detail, problem-solving skills) with a short test before the interview.*** *Every resume says the same thing. Here’s how to know who can actually do the job.* Every accounting candidate’s resume looks the same. Excel. Detail-oriented. Fast learner. You have read those three words so many times they have stopped meaning anything. Here is the problem. A [CNBC poll said](https://www.cnbc.com/2020/02/19/how-many-job-seekers-lie-on-their-job-application.html) **60% of candidates claim mastery of skills they barely use.** Excel is one of the most common. And yet most hiring decisions at this level still come down to who interviewed well. Then week two hits. And you learn the hard way. ### **What people think works** The resume gets them in the door. The interview confirms they seem reliable. References say something generic. You make the hire. This feels like a process. It is not really a process. It is a series of gut checks dressed up as hiring. ### **Why it fails** Resumes at this level are nearly identical. Everyone has used Excel. Nobody puts “slow” or “makes errors.” Interviews are even worse here. Accounting staff are not hired for their communication skills. They are hired to prepare financial reports, assist in budget management, reconcile accounts, and process invoices, without making a mess. None of that shows up in a conversation. You cannot interview someone into being accurate. And when it goes wrong, it is expensive. The [U.S. Department of Labor estimates](https://hbkcpa.com/insights/the-hidden-costs-of-bad-hiring-how-to-calculate-your-true-cost-per-hire/) a bad hire costs at least **30% of that employee’s first-year earnings.** For a $40,000 clerk, that is $12,000 gone. And that is before you factor in the errors they made while they were there. ### **What actually predicts performance** For accounting clerks and AP/AR staff, the skills that matter are simple. But they are concrete. And they are testable. - Data entry speed and accuracy under realistic conditions - Spotting errors in a ledger or invoice set - Basic math and reconciliation without a safety net - Navigating accounting software, not just claiming they have used it These are the things that separate a good hire from a problem hire. None of them show up on a resume. All can be screened before the first interview. ## **What screening looks like in practice** Keep it short. Keep it relevant. A 15 to 20-minute test is enough to tell you what you need to know. - An error-spotting exercise in numerical strings and telephone numbers. - A basic Excel task that mirrors something they would do on day one - A short software check to see if applicants can use QuickBooks or a similar program. You are not just testing accounting knowledge. You are testing for the basics that the job actually requires. ## **Where it fits in your hiring process** Test first. Interview the people who pass. This sounds obvious. Most teams still do it the other way. They interview five people, then think about testing. Flip it. You will interview fewer people. The ones you do talk to will already have shown they can do the basics. Instead of guessing if they can handle the work, you are figuring out if you want to work with them. That is a much better use of everyone’s time. ## **What changes when you hire this way** Fewer week-two surprises. Shorter ramp-up because you already know they can handle the basics. Less back-and-forth when a hire does not work out. And if you do high-volume or repeat hiring for these roles, it scales. Same test. Every candidate. Every time. ## How to Screen Accounting Staff the Right Way: **Start here** Pick one role you hire regularly. Write down the two or three skills that actually drive performance in that role. Test those skills before the first interview. See what changes. EmployTest has assessments built specifically for accounting staff roles. Check out the [accounting staff assessments here.](https://www.employtest.com/pre-employment-accounting-test/?utm_source=Direct&utm_medium=direct) --- ### [Super Bowl for Excel? The Microsoft Excel World Championship 2025](https://employtest.com/hrblog/super-bowl-for-excel-the-microsoft-excel-world-championship-2025/) **Published:** January 23, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Move over, Super Bowl. Take a seat, Fortnite. The real fame for champions just went down in Las Vegas, and it was all about… spreadsheets. Yes, you heard that right. The[ Microsoft Excel World Championship](https://www.nytimes.com/2025/01/20/us/microsoft-excel-world-championships.html?unlocked_article_code=1.qk4.k3mn.0xzmgL-fawmb&smid=url-share) turned dial-up to 11, proving once and for all that Excel isn’t just a program—it’s a battlefield. For employers, tools like the [Excel Assessment Test for Applicants](https://employtest.com/excel-assessment-test-for-applicants/ "Excel Assessment Test for Applicants") make it easier to spot real spreadsheet pros before they ever touch a formula in your company files. If you’re still thinking Excel is just for expense reports and pivot tables, let this event shatter your illusions like an improperly referenced cell range. ## **The Hype Tunnel: Excel Meets WWE** Imagine this: 12 finance professionals sprinting through a glowing hype tunnel, complete with lights, applause, and an announcer hyping them up like they’re fighting for a heavyweight title. Some wore jerseys decked out with sponsorship logos; others went full quirky—like one guy rocking a jersey designed to look like abs. It was the e-sports arena equivalent of Rocky Balboa training montages, except instead of punching meat, these warriors were preparing to take on beastly formulas and data sets. And yes, it was streamed on ESPN3. That’s right: Excel is officially in the same arena as major sports… sort of. ### **The Event: A Formula for Chaos** The competition was nothing short of brain-melting. The finalists had to solve problems inspired by World of Warcraft, including tracking the stats of 20 avatars with—brace yourself—a seven-page instruction manual. Yes, *seven pages* of rules to decode under the stage lights and the pressure of a live audience. “Three, two, one, EXCEL!” the announcer boomed, and the contestants dived in. Keyboard shortcuts flew. Formulas filled cells faster than you can type “SUM(A1:A12).” Among the competitors was Michael Jarman, a financial consultant who would go on to clinch victory, but not before sweating through some serious drama. (More on that later.) Here’s the thing: if you’ve ever tried to figure out why your formula returned a #REF! error, you know the emotional toll Excel can take. Now imagine doing that in front of a crowd of 400 people, with cameras zoomed in on your every keystroke. It’s no wonder contestants were blasting YouTube “focus music” playlists before the event. (Fun fact: apparently, “focus music” is a genre. Who knew?) ### **The Drama Unfolds** Reigning champion Andrew Ngai started strong, living up to his three-time champ status. Diarmuid Early, nicknamed the “LeBron James of Excel,” worked with the precision of a pro. But as the competition heated up, mistakes crept in. Ngai hit a snag, and Early struggled to recover. That’s when Michael Jarman took the lead with a clutch formula counting the letter “W” in a dataset—an unexpected but pivotal moment. The audience held their breath as the clock ticked down. One spectator summed it up: “You’d never see this with Google Sheets.” ### **Why This Matters for You (and Your Hiring Process)** Okay, so maybe you don’t need a world-champion spreadsheet wizard. But here’s the takeaway: Excel is *hard*. Yet, hiring managers often settle for the bare minimum when assessing Excel skills. Someone lists “Proficient in Excel” on their résumé, and we just… believe them? Really? That’s like saying you’re a “foodie” and expecting Michelin to hand you three stars. Excel is too important to your business operations to leave it up to guesswork. Imagine hiring someone who claims they can “crush pivot tables,” only to discover they can’t even format cells without Googling how. That’s not just frustrating—it’s costly. And it’s why pre-employment testing is an absolute must for roles that require data handling or advanced Excel skills. ### **The Victory Lap: Jarman Takes the Belt** Back to the championship. After 40 minutes of grueling competition, Michael Jarman stood victorious. With glitter falling and the crowd going wild, he held up the championship belt like he’d just conquered Mount Everest. For the rest of us, his win is a reminder of two things: 1. Excel is not for the faint of heart. It’s a beast of a tool, and only those who truly understand its power can tame it. 2. If you’re not testing your job applicants on their Excel skills, you’re flying blind—and that’s a #VALUE! you can’t afford. So next time you’re hiring, think about the kind of spreadsheet chaos you’ve seen. Wouldn’t it be nice if your new hire knows Excel like a world champ? [Pre-employment testing](https://employtest.com/excel-tests-job-applicants/) can make it so. And who knows? Maybe one day, they’ll be running through their own hype tunnel, formula bar blazing, on their way to Excel greatness. Until then, test for skills, avoid the #REF!, and stay legendary, spreadsheet warriors. --- ### [What Does a Bad Hire Really Cost Your Business?](https://employtest.com/hrblog/what-does-a-bad-hire-really-cost-your-business/) **Published:** April 11, 2021 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Most managers feel the pain of a bad hire. Few have actually added up the full cost. [SHRM](https://www.shrm.org/topics-tools/news/employee-relations/cost-bad-hire-can-astronomical) says that replacing a bad hire costs between **one-half to two times the employee’s annual salary.** For a $40,000 hire, that is up to $80,000. For a $60,000 hire, up to $120,000. And it adds up fast, depending on the job. Here is what turnover costs by position type, as a percentage of annual salary: • Clerical and administrative: 50 to 80% • Skilled service or production: 40 to 70% • Professional: 75 to 125% • Technical: 100 to 150% So a $50,000 technical hire that does not work out could cost you $75,000. A $60,000 professional role gone wrong? Up to $75,000. And those are still just the costs you can see. The real pain is what never shows up on a single invoice. **The visible costs** These are the ones every HR manager recognizes immediately. • Job posting and advertising fees • Time spent screening resumes and running interviews • Onboarding and training investment • Salary and benefits paid while they underperform • Recruiting and onboarding costs for the replacement You pay these whether the hire works out or not. When it does not, you pay them twice. ## **The hidden costs** This is where most of the money actually goes. It does not show up on any report. It bleeds out slowly, across people and departments. • The manager who spends a full day every week double-checking work instead of doing their actual job. Per[ SHRM](https://www.shrm.org/topics-tools/news/employee-relations/cost-bad-hire-can-astronomical), managers average 17% of their time on poorly performing employees • The teammates quietly picking up slack, burning out, and eventually leaving • The errors that keep adding up: wrong data, missed details, rework nobody budgeted for • The clients who notice before you do • The good employees who start looking elsewhere because they are tired of carrying someone who shouldn’t been hired [Gallup](https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx) says disengaged employees cost the global economy **$8.8 trillion** in lost productivity each year, and bad hires are among the causes. ## **Why it keeps happening** [CareerBuilder research](https://www.businessnewsdaily.com/9066-cost-of-bad-hire.html) found that nearly **60% of bad hires** happen because the employee couldn’t do what the job required. Not attitude. Not culture fit. Skills. The same skills that could have been verified before the first interview. Most hiring processes never check. They trust the resume. They rely on the interview. And a resume tells you what someone claims to be able to do. An interview tells you how well they can talk about it. Neither one tells you if they can actually do the work. ## **The decision you are already making** Every hire without a skills test is a choice. A choice to trust the resume. A choice to trust your gut. A choice to find out the hard way. That is not a process. That is optimism. And when optimism costs $80,000, it is worth replacing with something better. ## **What changes when you test first** A skills test does not guarantee a perfect hire. What it does is answer the one question interviews cannot: Can this person actually do the job? You find that out before the offer. Not after three months of cleanup. [Aberdeen Group](https://blog.hiringthing.com/pre-employment-testing-benefits) found that companies using pre-employment testing have a **39% lower turnover rate** and are **24% more likely to have employees exceed performance goals.** That is the difference between a deliberate hiring decision and an accidental one. ## **Run the numbers on your last bad hire** Take one job where it went wrong. 1\. How many weeks did they underperform before action was taken? 2\. How many hours did your team spend fixing their work or covering for them? 3\. How long did it take to rehire and retrain? 4\. What did onboarding the replacement cost in time and money? Now compare that total to the cost of a 15-minute skills test. The test is not even a rounding error. Most teams that add skills testing to their process see the ROI immediately. Not because the test is magic. Because they stop spending $80,000 to find out someone cannot do a job they could have screened for in a single afternoon. ## **Where to start** You do not need to fix your entire process. Start with one job. The one you hire for most often. Add a short skills test before the first interview. See what changes. EmployTest has assessments for a wide range of jobs including administrative, data entry, customer service, accounting staff, office skills, and more. Short, job-specific, and built to tell you what a resume never will. [See what EmployTest covers.](https://www.employtest.com) **Blog Categories:** Hiring Tips --- ### [Interviews Are Overrated? What Hiring Data Really Shows](https://employtest.com/hrblog/interviews-are-overrated-what-hiring-data-shows/) **Published:** March 11, 2026 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes Most companies hire the same way they did in 1999. Resume. Phone screen. Interview. Offer. And most companies wonder why so many hires don’t work out. ## **What Interviews Really Measure** Interviews test one thing: how good you are at interviews. Confident? Polished? Good storyteller? You’ll crush it. *Actually great at the job? That’s a completely different question.* The [biggest study ever done on hiring methods](https://psycnet.apa.org/record/1998-10661-006) looked at 85 years of data. Here’s what it found: **“Work samples are 40% better at finding the right person for the job.”** Most companies run the weakest option. Then act surprised when new hires underperform. ### **What Skills Testing Measures** Skills testing does one simple thing that interviews don’t. They make people do the job. - If it requires attention to detail, they find errors. - If reasoning matters, they solve problems. - If Excel matters, they work in Excel. No storytelling. No framing. No “let me explain how I would…” Just performance. ## **Companies are Shifting Fast** - [McKinsey](https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/taking-a-skills-based-approach-to-building-the-future-workforce) reports that skills-based hiring is 5x more predictive of job performance than hiring based on education. More than 2x better than hiring based on experience alone. - [Google found](https://www.recruiter.com/recruiting/google-finally-admits-interview-brainteasers-are-worthless/) the same thing internally. Their famous puzzle interviews predicted almost nothing. Structured questions tied to real competencies actually worked. - And according to[ SHRM](https://www.shrm.org/about/press-room/new-shrm-research-makes-case-skills-based-hiring), 81% of U.S. employers are now using skills-based hiring in some form. The ones going all in are seeing the biggest results. Interviews aren’t dead. They’re just third. They still matter, especially for roles where communication is the whole job. ## **So What Should You Change, Starting Today?** You don’t need to scrap interviews. You need to rearrange the order. Here’s a cleaner approach: **1. Identify the one or two skills that truly drive performance. Not five. Not ten. The core drivers. **2. Add a short, relevant skills test before final interviews.** If Excel matters, test Excel. If reasoning matters, test reasoning. **3. Look at the test results before discussing “fit.” Make capability non-negotiable. **4. Use interviews to assess communication, judgment, and alignment. Not core competence. Now you’re not asking, “Do we think they can do the job?” You already know they can. You’re asking, “Do we want to work with them?” And if you want to explore what skills testing looks like in real hiring workflows, you can review EmployTest’s [pre-employment assessments here.](https://employtest.com/) --- ### [Paralegal Skills Assessment: What to Test Before You Hire](https://employtest.com/hrblog/paralegal-skills-assessment/) **Published:** April 25, 2026 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes ### What is a paralegal skills assessment? A paralegal skills assessment is a pre-hire test that measures the skills a candidate needs to do the job. It can cover legal vocabulary, reading comprehension, attention to detail, writing, and software skills like Word and Excel. ### What Skills Does a Paralegal Need? Paralegals require strong writing, research, organizational, and technology skills. They need excellent communication abilities and legal knowledge. Top paralegals blend legal expertise with robust technical and project management skills. A paralegal skills assessment can verify these abilities to aid in the recruitment process. Working as a paralegal typically requires specialized training and expertise in case law, which can be hard to come by outside of higher education. In addition, [the paralegal profession has expanded](https://www.agilelaw.com/blog/5-most-important-paralegal-traits/) over the past few decades and now encompasses a range of different positions, according to AgileLaw. As a result, law firms have had to dedicate additional time and resources to verifying whether potential candidates match their specific labor needs. Evaluating a paralegal candidate’s qualifications is no easy task, which is why many law practices prioritize education and real-world experience when recruiting. However, these credentials do not paint a complete picture of an applicant’s value, so it’s important to incorporate hiring strategies that can help fill in the gaps. Use [Paralegal Skills Assessment Test](https://employtest.com/paralegal-skills-assessment-test/ "Paralegal Skills Assessment Test") to validate legal terminology and document accuracy. ![Paralegal Skills](https://employtest.com/wp-content/uploads/2024/04/Paralegal-skills.jpg "Paralegal Skills") ## **What Paralegal Skills Are Most Important When Hiring?** To excel in their roles, paralegals need a [diverse set of skills](https://www.americanbar.org/groups/litigation/committees/solo-small-firm/practice/2021/top-five-skills-to-look-for-when-hiring-a-paralegal/) that span various subjects. Here is a comprehensive list of paralegal skills necessary to thrive in the modern legal field: #### **Legal Research and Analysis** Paralegals must be adept at conducting thorough legal research, analyzing complex legal documents, and identifying relevant case law and statutes. Whether it’s researching case law or digging into the background of a witness, their super sleuth skills help uncover the facts that will make or break a case. This skill is fundamental to providing valuable support to attorneys and ensuring that cases are built on solid legal foundations. #### **Writing and Communication** Effective [written and verbal communication skills](https://employtest.com/grammar-tests/) are essential for paralegals. They must be able to convey complex legal concepts clearly and concisely, both in written documents and during interactions with clients, attorneys, and other legal professionals. **How Can a Skills Assessment Improve Paralegal Hiring? (Video)** #### **Mighty Multitasking** In the fast-paced world of law, paralegals must have above-average[ cognitive skills](https://www.employtest.com/cognitive-and-reasoning-tests-for-applicants/) with the ability to juggle multiple tasks with ease. They are true masters of multitasking, able to draft legal documents while scheduling appointments and managing court filings simultaneously. Their ability to keep all the plates spinning makes them indispensable members of any legal team. #### **Organization and Time Management** When the pressure is on, paralegals need to be aces of organization and time management. They must be able to juggle multiple tasks, prioritize deadlines, and maintain meticulous records and case files. #### **Attention to Detail** Paralegals need to be masters of precision while wading through dense legal jargon and crafting court documents with absolute accuracy. Missing a deadline could spell disaster, and a single mistake could cost your firm millions! That’s why you should seek out candidates with [above-average](https://www.employtest.com/basic-employment-skills-test/) reading and writing superpowers. A pre-employment test can be your X-ray vision to identify those with the keenest comprehension and communication skills. #### **Technology Proficiency** In these times of rapid technological change, it’s important for paralegals to stay ahead of the game. They need to be [well-versed ](https://employtest.com/typing-and-data-entry-speed-tests/)in various legal software, research databases, and electronic document management systems. By mastering these tools, paralegals can easily navigate the digital world, which will make them more efficient and productive overall. #### **Critical Thinking and Problem-Solving** Paralegals are frequently faced with complex challenges and unexpected situations. They need strong [critical thinking and problem-solving ](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/)[skills ](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/)to navigate these hurdles and provide valuable insights and solutions. #### **Ethical Conduct and Integrity** As guardians of the legal system, paralegals must uphold the highest ethical standards and maintain unwavering [integrity ](https://www.employtest.com/personality-profile/)in their work. Their commitment to ethical conduct is essential for ensuring fair and just outcomes. ### **What Computer Skills Does a Paralegal Need?** Paralegal work today is heavily computer and technology-driven. Having strong skills with common software, databases, and document management systems is absolutely essential. At a minimum, paralegal candidates should demonstrate expertise in word processing software like [Microsoft Word](https://employtest.com/microsoft-word-testing/) for drafting legal documents. [Spreadsheet skills in Excel](https://employtest.com/excel-tests-job-applicants/) are very valuable for tracking items like billable hours. Beyond general office software expertise, paralegals need specialized skills using the precise case management, billing, research, and document management systems utilized by their firm or organization. [Skills assessments](https://employtest.com/legal-office-skills-testing/) focused on the specific applications, databases, and platforms leveraged in a legal workplace are extremely useful for evaluating paralegal candidates’ computer abilities. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ## **Best Practices for Hiring Your Next Paralegal** ## **![Essential Paralegal Skills ](https://employtest.com/wp-content/uploads/2024/04/Essential-Paralegal-Skills-3-300x175.jpg "Essential Paralegal Skills 3")** Hiring a qualified and reliable paralegal can be crucial for the smooth operation of your company’s legal practice. Follow these best practices to increase your chances of finding a competent and trustworthy candidate who can provide valuable support to your legal team. #### **Define the Specific Role and Responsibilities** Before you begin your search, it’s important to clearly define the specific responsibilities of the [paralegal position](https://www.indeed.com/career-advice/career-development/different-types-of-paralegals) you’re looking to fill. Are you looking for a paralegal specialist, a generalist paralegal, or a virtual paralegal? Consider factors such as the area of law, the level of experience required, and any specialized tasks or duties that the paralegal will be expected to perform. This will help you attract the right candidates and ensure you evaluate them based on what you need. #### **Connect with Colleges and Trade Schools** Don’t get lost in a sea of resumes; instead, tap into the power of networking and forge alliances with local colleges and trade schools. You might find some excellent paralegal candidates by connecting with the alumni networks of colleges and trade schools that offer bachelor’s or associate’s degrees. These educational institutions can be a great source of talent for your legal team, so it’s worth exploring. You’ll have the cream of the crop at your fingertips, ready to help you tackle any paralegal challenge. #### **Look for Self-Starters** Paralegals often need to work independently on tasks assigned by attorneys. That’s why it’s essential to keep an eye out for self-starters during your hiring process. Look for candidates with previous roles that involved taking initiative and managing their time wisely. Maybe you’ll find a legal enthusiast with a background in law and a dash of entrepreneurship in their history. Such individuals might just be what you need to keep the productivity level high. #### **Conduct Thorough Interviews** Paralegal skills assessments provide valuable data, but interviews remain a critical part of the hiring process. Prepare a comprehensive set of questions that dives into a candidate’s experience, problem-solving abilities, and communication skills. Use situational or behavior-based questions to assess how they might handle real-life scenarios. [Workable](https://resources.workable.com/paralegal-interview-questions/) recommends asking these interview questions: - In as much detail as possible, describe a time you parsed large volumes of data to prepare a report in the face of tight deadlines. - Recall a complex legal decision you had to make. Describe the process you used to make your decision. - If you report to multiple attorneys, how do you decide which assignment to do first? ### **Use a Paralegal Skills Assessment** [Paralegal skills ](https://employtest.com/legal-office-skills-testing/)[assessments ](https://employtest.com/legal-office-skills-testing/)are designed to measure a wide range of competencies, from legal vocabulary and [data ](https://employtest.com/typing-and-data-entry-speed-tests/)[entry](https://employtest.com/typing-and-data-entry-speed-tests/) to [writing and communication skills](https://employtest.com/grammar-tests/). By analyzing the results of these assessments, your HR team can identify a candidate’s specific strengths and weaknesses. Using an expert-created and validated paralegal skills assessment, your HR team can confidently measure candidates’ [Microsoft Office skills](https://employtest.com/microsoft-office-skills-test/), [attention to detail](https://employtest.com/attention-to-detail-test/), and [personality ](https://employtest.com/personality-profile/)profiles. A paralegal skills assessment can also help streamline the hiring process. By quickly identifying the most qualified candidates, the time and effort spent on interviews and background checks are reduced by removing those who may not be a suitable fit from the candidate pool. ### **What Happens if a Paralegal does not Have any Skills?** A paralegal who lacks basic skills will likely struggle to keep their job or find new work in law offices. Without knowing how to research, write well, or stay organized, they may make mistakes that affect legal cases and client work. This can lead to missed deadlines, poor document preparation, and unhappy attorneys and clients. To fix this, they would need to take classes, get training, or start with entry-level office work to build these important skills before working as a paralegal. ### **Do Paralegal Skills Transfer?** Paralegal skills translate effectively across industries. Paralegals with the ability to research, write clearly, and stay organized helps them move into jobs like managing contracts, ensuring companies follow rules, or running business projects. Since they’re good at handling details and keeping things in order, they can easily shift from law offices to leadership roles in other companies. ### Frequently Asked Questions About Paralegal Skills #### **What Are Hard Skills for Paralegals?** Hard skills for paralegals include legal research, drafting documents, and understanding court processes. These skills help paralegals support attorneys by managing cases, preparing legal paperwork, and meeting deadlines. Knowing legal terms and specializing in areas like family or corporate law can make a paralegal more effective. #### **What Technology Skills Can Increase the Effectiveness of a Paralegal?** Paralegals need skills in tools like legal research platforms (LexisNexis, Westlaw), case management software, and Microsoft Office. Knowledge of eDiscovery tools and databases helps organize files and streamline work. These skills save time and reduce mistakes in legal tasks. #### **Why Are Good English Writing and Speaking Skills Important for Paralegals?** Good English writing and speaking skills are essential for drafting clear legal documents, communicating with clients, and supporting attorneys. Strong communication prevents misunderstandings and ensures professionalism in legal work. ### **Verdict Finale** Paralegals are the backbone of your legal team. With their support, you can conquer the trickiest legal challenges and uphold justice like the true champions you are. These tips, along with a reliable, [customizable paralegal ](https://www.employtest.com/custom-pre-employment-tests/)[skills ](https://www.employtest.com/custom-pre-employment-tests/)assessment, will help you build your dream team of paralegal sidekicks who have the skills and expertise necessary to take on any challenge. Learn more about the skills-based assessments by checking out this [comprehensive test list](https://employtest.com/tests/). [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** Employment Tips,Hiring Tips,employment tests --- ### [How Employers Actually Verify Excel Skills (Beyond Resumes)](https://employtest.com/hrblog/how-employers-verify-excel-skills/) **Published:** March 6, 2026 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes **TL;DR** **Smart employers verify Excel skills by defining the level needed for the job, asking smarter questions, and using a hands-on Excel test that makes candidates actually work inside a spreadsheet. If Excel matters in the job, don’t just trust the resume.** --- ## To Verify Excel Skills Is To Be Very Meticulous “Proficient in Excel.” It’s probably on half the resumes you see, but it means almost nothing. For one person, it means they can use SUM and format cells. For another, it means pivot tables, nested IF statements, lookups, and building reports from messy data. There’s no shared definition. So when hiring managers take “proficient” at face value, they’re guessing. If Excel is part of the job, guessing is risky. Here’s how employers who care about accuracy [actually verify Excel skills.](https://www.employtest.com/hrblog/microsoft-excel-competency-test/ "actually verify Excel skills.") --- ## **1. They Get Clear on What the Job Really Requires** Before testing anyone, smart teams ask a simple question: What does this person need to do in Excel every week? Basic Excel skills might include: - Sorting and filtering data - Using SUM, AVERAGE, COUNT - Formatting spreadsheets properly - Entering data accurately More advanced roles might require: - IF statements - VLOOKUP or XLOOKUP - Pivot tables - Cleaning and restructuring messy data - Building reports Not every role needs advanced Excel. But every role needs clarity. If you don’t define the level first, you’ll either over-test or under-test. Both lead to bad hires. --- ## **2. They Ask Better Interview Questions (But Don’t Stop There)** Interviews can help filter out obvious gaps. Instead of asking, “Are you good at Excel?” try: - When would you use a pivot table instead of formulas? - How would you clean messy or duplicate data? - What causes a #REF error? - When would you choose XLOOKUP over VLOOKUP? - How do you check if a formula is pulling the correct range? Strong candidates can explain their thinking clearly. But here’s the thing: talking about Excel is not the same as using Excel. Someone can explain VLOOKUP perfectly and still struggle when asked to apply it. That’s why interviews help, but they don’t prove much. --- ## **3. They Make Candidates Work Inside Excel** Employers who truly verify Excel skills don’t rely on multiple-choice quizzes. They don’t ask theory questions. They make candidates open a spreadsheet and complete tasks. Things like: - Build a formula - Fix a broken formula - Create a pivot table - Analyze a small dataset - Find and correct errors ***Now you’re not asking what they know. You’re watching what they can do.*** A structured [Microsoft Excel test](https://employtest.com/excel-assessment-test-for-applicants/?utm_source=Direct&utm_medium=direct) walks candidates through practical spreadsheet tasks under the same conditions. Every applicant completes the same type of work, so you’re comparing actual performance, not self-confidence. --- ## **4. They Pay Attention to the Mistakes** When someone works inside Excel, patterns show up fast. You’ll see things like: - Hard-coding numbers instead of referencing cells - Selecting the wrong range in formulas - Typing over formulas manually - Disorganized data that makes analysis messy - Clicking around until something “looks right” These aren’t things [candidates usually admit to in interviews](https://employtest.com/hrblog/tech-skills-to-ask-about-when-interviewing-job-candidates/). But they matter in real work. Testing reveals them immediately. --- ## **5. They Stop Using Labels Like “Advanced”** Strong hiring teams don’t care if someone calls themselves advanced. They look at: - How accurate the work was - How long it took - Whether formulas were built correctly - If the logic made sense Two candidates can both claim to be “advanced.” A [practical Excel test](https://www.employtest.com/hrblog/microsoft-excel-competency-test/ "practical Excel test") usually makes the difference obvious. And that clarity makes hiring decisions easier. --- ## **The Bottom Line** Resumes tell you what someone says they can do. Interviews show how well they talk about it. ***Hands-on testing shows whether they can actually do it.*** If you’re hiring for roles where Excel accuracy matters, don’t wait until week two to discover skill gaps. Start with a practical [Excel assessment](https://employtest.com/excel-assessment-test-for-applicants/?utm_source=Direct&utm_medium=direct) and see exactly what candidates can do inside a spreadsheet. --- ### [Excel Skills Test for Job Candidates: Finding Your Perfect Match](https://employtest.com/hrblog/using-excel-skills-test-hiring/) **Published:** December 5, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. ### What is the Basic Skills Test in Excel? A basic Excel skills test evaluates data entry, cell formatting, basic formulas/functions, creating charts/graphs, adjusting rows/columns, sorting/filtering, and printing. It gauges fundamental spreadsheet abilities for most jobs. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Excel Tests for Hiring](https://employtest.com/excel-assessment-test-for-applicants/) Hey there, savvy hiring managers! Previously, we chatted about the importance of digital know-how in job applicants and why adding an Excel skills test to your hiring process is an absolute must. But here’s the catch: not all job roles require the same level of computer skills, so we’re here to help you decide on the right difficulty level for your [Excel skills test](https://www.indeed.com/hire/job-description/assistant-accountant). Now, you might wonder…”How do I pick the most comprehensive Excel skills test to use?” Fear not, [EmployTest](https://employtest.com/) has you covered! Microsoft Excel proficiency is typically graded in three levels: basic, intermediate, and advanced. Today, we’ll dive into each level and match them with the job profiles that need them the most. Let’s go on this Excel adventure together! ## Basic Excel Proficiency – Nailing the Essentials! For employees filling entry-level positions out there, basic Microsoft Excel skills are the first stepping stone to success. These abilities come in handy when tackling those repetitive and time-consuming tasks. So, what should you be looking for when vetting candidates for such roles? Uncovering their basic formatting skills is key! Think adjusting column widths, nailing text alignment, jazzing up borders, choosing fonts and colors, and locking cells for data input. A candidate who knows their way around these basic Excel sheet tricks is already on the right track! Here are some job profiles that should rock a basic Excel skills assessment: [Administrative Assistant](https://www.indeed.com/hire/job-description/administrative-assistant) – The Ultimate Juggler To all the administrative assistants out there, we salute you! You handle mountains of information daily, and Excel is your trusty sidekick for managing data. With Excel, you can effortlessly gather, import, organize, and present crucial data to colleagues in the blink of an eye. Efficiency at its finest! [Project Manager](https://www.simplilearn.com/project-manager-job-description-article#:~:text=A%20project%20manager%20has%20to,efficiency%20of%20their%20team%20members.) – Excel’s Unlikely BFF Project Managers, we know you didn’t expect Excel to be your go-to tool, but it certainly delivers! From keeping track of tasks, assigning them to your team, and managing expenses, Excel is your secret weapon. And when the project’s all wrapped up, you can impress everyone with visually stunning charts and graphs. Talk about a grand finale! [Junior Accountant](https://www.investopedia.com/terms/j/junior-accountant.asp#:~:text=A%20junior%20accountant%20is%20an,payroll%2C%20and%20preparing%20financial%20reports.) – Report Builder Extraordinaire Entry-level Accounting Professionals, you’re not just crunching numbers, you’re mastering the art of data analysis and presentation! In your role supporting a CPA, basic Excel skills will be crucial for organizing client data, recording financial transactions, and creating reports. You can wow clients and managers with sortable, organized data and graphics more powerful than a locomotive! Need a trusty sidekick in the hiring process? [EmployTest](https://employtest.com/) has your back with Excel skills tests that can help you grow your team with confidence ### Excel Skills Test Basics – Get Ready to Excel! Now that we know what job profiles need basic Excel proficiency, let’s explore the essential skills to test for: [Cell Formatting and Page Layout ](https://www.ablebits.com/office-addins-blog/excel-format-number-text/)– The Magic Touch Formatting cells and managing page layout are fundamental for a top-notch basic Excel skills test. Clean and organized tables make even the most data-heavy sheets a breeze to navigate! [Data Sorting and Data Filters](https://www.futurelearn.com/info/courses/data-analytics-for-business-creating-databases/0/steps/177397) – Finding the Gems Data sorting and filtering are a dynamic duo that helps users focus on the information they need. Trust us; candidates who know how to sort and filter will save the day! [Excel Shortcut Keys](https://support.microsoft.com/en-gb/office/keyboard-shortcuts-in-excel-1798d9d5-842a-42b8-9c99-9b7213f0040f) – Time-Saving Ninjas Hey, we all love shortcuts! Candidates who know their way around Excel’s shortcut keys are time-saving wizards. Select All, Copy, Paste, Bold – these shortcuts make life in the fast-paced office a breeze! [Data Validation](https://www.excel-easy.com/basics/data-validation.html) – Keeping It Clean Data validation to the rescue! Preventing pesky invalid input and ensuring only relevant data is entered are superpowers you want in your candidates. Let’s avoid scheduling meetings on August 6th instead of June 8th, shall we? [Charts](https://www.w3schools.com/excel/excel_charts.php) – The Power of Visualization Visualizing data is a must! A basic Excel skills test should include creating simple charts to impress supervisors and colleagues alike. After all, a picture is worth a thousand words! ## Intermediate Excel Proficiency Test – Taking It to the Next Level Hiring managers, it’s time to step up our game! For those mid-level accountant positions that demand a bit more Excel prowess, we’ve got just the right skills to test for. Let’s dive right in! [Sales and Marketing Managers](https://hiring.monster.com/resources/job-descriptions/sales/marketing-and-sales-manager/#:~:text=The%20sales%20and%20marketing%20manager,plans%2C%20and%20maintain%20customer%20relations.) – The Budget Maestros Sales and marketing gurus, you’re all about numbers, projections, and strategies. That’s where Excel swoops in to save the day! Advanced Excel filters and formulas are your trusty sidekicks, helping you wrangle budgets, track customer engagement, and manage inventories like a boss. And let’s not forget those jaw-dropping data visualizations that impress your team and clients alike! [Data Analyst and Data Journalists](https://www.coursera.org/articles/what-does-a-data-analyst-do-a-career-guide) – Data Wizards To our data superheroes out there, you handle massive amounts of data daily. You need software that presents information clearly and allows for efficient processing and analysis. Hello, Excel! Armed with advanced filtering and sorting skills, you transform raw data into invaluable insights. No data mountain is too high for you to conquer! ### Intermediate Excel Skills to Test For – Uncovering the Excel Superpowers Now that we’ve met our power players, it’s time to reveal the intermediate Excel skills that will take their expertise to the next level: [Pivot Tables](https://support.microsoft.com/en-gb/office/create-a-pivottable-to-analyze-worksheet-data-a9a84538-bfe9-40a9-a8e9-f99134456576) – The Ultimate Data Summarizers Oh, the mighty pivot tables! Industry professionals swear by them, yet not everyone harnesses their power. A pivot table can aggregate data from massive databases, organizing it based on specific categories. Talk about data summarization at its finest! Candidates who master pivot tables are on their way to superhero status! [Advanced Data Filters](https://trumpexcel.com/excel-advanced-filter/) – Data Sorting Masters Excel’s Advanced Filter is no joke! It can extract unique items, apply wildcards for precise filtering, delete duplicates, and even move data to different worksheets with a single click. Candidates with advanced filtering skills are destined to bring order to the chaos of data overload! [Functions for Data Cleaning and Manipulation](https://excelkid.com/15-ways-to-clean-data-in-excel/) – The Data Organizers A well-organized spreadsheet is a thing of beauty! Candidates who know their way around Excel’s data cleaning and manipulation functions keep data squeaky clean and ready for action. From removing spaces to converting text into numbers, they’ve got it covered. [LOOKUP Functions](https://exceljet.net/functions/lookup-function) – The Data Detectives LOOKUP functions to the rescue! Candidates who excel in data comparison and vertical/horizontal lookups are true data detectives. They find what they’re looking for and deliver results like clockwork. ### Advanced Excel Proficiency Test – The Grand Finale Last but not least, we’ve reached the grand finale of our Excel quest: advanced Excel proficiency! Brace yourselves for the Excel superheroes that conquer data research and analysis like no other! [Financial Analysts and Business Analysts](https://www.bls.gov/ooh/business-and-financial/financial-analysts.htm) – The Budget Whisperers To our financial and business analysts, Excel is your bread and butter. From constructing budgets and forecasts to making strategic decisions based on financial data, you rock it all! Your mastery over formulas and VBA programming makes you true budget whisperers! [Accountants](https://www.shrm.org/resourcesandtools/tools-and-samples/job-descriptions/pages/accountant.aspx) – The Accounting Maestros Accountants, Excel is your trusty partner in crime! As you juggle numbers, analyze data, and deliver budgetary insights, Excel’s advanced formulas and functions are your secret weapons. Who needs other spreadsheet software when you’ve got Excel by your side? ### In Conclusion – Assembling Your Dream Team There you have it, dear hiring heroes! We’ve explored the Excel proficiency levels and matched them with the superpowered job profiles that need them most. Armed with this knowledge, you’re all set to assemble your dream team of Excel superheroes! #### Excel Proficiency Test: Your Superpower Source! With a custom-tailored [Excel proficiency test from EmployTest](https://employtest.com/excel-tests-job-applicants/), you can [spot the Excel superheroes](https://www.employtest.com/hrblog/how-employers-verify-excel-skills/) among your job candidates. Discover who have the skills you need to conquer data, optimize productivity, and lead your company to greatness! Now, it’s time to put on your hiring cape and find your perfect Excel superheroes! Don’t hesitate to [book a consultation with our expert team](https://calendly.com/employtest-sales/test-talk) for assistance in creating the ultimate Excel skills assessment! **Blog Categories:** excel test,pre-employment testing --- ### [Skills Assessment Test for Pre-Employment: Advantages, Types, Examples](https://employtest.com/hrblog/skills-assessment-test-for-pre-employment-advantages-types-examples/) **Published:** February 27, 2026 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes ## What Is a Skills Assessment Test for Employment? A **skills assessment test** is a pre-employment evaluation used by employers to measure whether a job candidate can actually perform the tasks required for a role. These tests evaluate real job abilities such as: - computer proficiency - data entry accuracy - problem-solving ability - communication skills - attention to detail Employers use skills assessment tests during hiring to verify candidate abilities before making an offer. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Basic Skills Tests](https://employtest.com/basic-employment-skills-test/) Used at various steps of the recruitment process, from initial screening to final selection, these tests help efficiently identify the most qualified candidates. Different industries use skills testing for employment in various ways. For instance, the financial services industry might use [pre employment Excel test](https://employtest.com/excel-tests-job-applicants/), while government positions prioritize attention to detail and soft skills. Regardless of industry, the goal is the same: to find candidates who not only fit the job description but also have the potential to thrive within your company. For a fast, job-relevant screen, try [Microsoft Office Skills Test for employment](https://employtest.com/microsoft-office-skills-test/ "Microsoft Office Skills Test for Employment") as part of your workflow. This guide explores the advantages of pre-employment skills testing, the types available, and more to help you enhance your hiring strategy. --- **Jump to Section** - [What Is a Skills Assessment Test?](#what-is-a-skills-assessment-test "What Is a Skills Assessment Test?") - [Types of Skills Assessment Tests (+ Examples)](#types-of-skills-assessment-tests "Types of Skills Assessment Tests (+ Examples)") - [Advantages of Skills Assessment Tests](#advantages-of-skills-assessment-tests "Advantages of Skills Assessment Tests") - [What Essential Skills to Test For](#which-essential-skills-to-test-for) --- **Why Do Pre-Employment Skills Tests Matter? (Video)** ## **What is a Skills Assessment Test?** A skills assessment test for employment is used in the recruitment process to gauge a candidate’s suitability for a specific role. These serve as benchmarks they must meet to move on to the next hiring stage. ### **Key objectives of skills assessment tests** #### **Improving hiring accuracy** [Skills assessment tests](https://employtest.com/tests/) provide objective data, allowing recruiters to make informed decisions based on actual abilities instead of solely relying on resumes or [interviews](https://employtest.com/hrblog/tips-for-improving-your-interview-skills-as-a-hiring-manager/). > *I recall a specific hire for a data analyst role. The candidate aced their interview but struggled with on-the-job tasks because their technical skills didn’t align with their claims. After implementing a pre-employment Excel test, we found candidates whose skills matched their resumes—and the difference in productivity was remarkable.* By measuring specific skills, these tests help identify candidates who are best suited for the job, leading to higher job satisfaction and improved performance. This objective approach eliminates guesswork and biases, resulting in a more accurate and effective hiring process. #### **Reducing turnover** Hiring skilled and capable candidates reduces the likelihood of early turnover. The average cost of replacement can be as [high as 50-60% of an employee’s annual salary](https://www.enrich.org/blog/The-true-cost-of-employee-turnover-financial-wellness-enrich/). Employees who feel confident and competent in their roles are more likely to stay with the company long-term. Skills assessment tests help select suitable candidates, increasing employee retention and reducing long-term turnover costs. #### **Enhancing workforce quality** Skills tests create a standardized method for evaluating all candidates, making certain the final result is a high-quality workforce. By maintaining consistent testing standards, each candidate undergoes a fair and thorough assessment, making sure that every new hire meets the company’s benchmarks and effectively contributes to their assigned team. Also, regularly updating and refining the testing process helps you hire competent candidates and foster constant improvement within the company. ## **Types of Skills Assessment Tests (+Examples)** With assessments, you can pinpoint the specific skill requirements that a candidate must meet; for example, the skill set needed for an [HR generalist](https://employtest.com/hrblog/5-must-have-hr-generalist-skills-a-hiring-checklist/) differs significantly from that of a data analyst. Check out the different kinds of skill assessment tests in the table below. ![types of skills assessment tests](https://employtest.com/wp-content/uploads/2024/08/Pillar3_TypesofSkillsAssessmentTests.jpg) ### **1. Basic skills tests** [Basic skills tests](https://employtest.com/basic-employment-skills-test/) cover essential competencies like reading, writing, math, and attention to detail, which are fundamental for any job. For instance, reading comprehension tests assess a candidate’s capability to understand and interpret written information, while basic math tests measure their numerical proficiency. In [sales positions](https://employtest.com/sales-ability-tests/), for example, basic math skills are crucial for generating accurate quotes for customers. ### **2. Technology skills tests** Technology skills assessments measure proficiency in tools and software essential for most workplaces, like [Microsoft Office](https://employtest.com/microsoft-office-skills-test/) and other programs. For instance, a Microsoft Office skills test might evaluate a person’s ability to create complex Excel spreadsheets or format documents in Word. These [computer skills tests](https://employtest.com/computer-skills-tests-for-applicants-employees/) are particularly helpful for administrative and technical roles, making sure your company hires people with the necessary software proficiency. ### **3. Admin support skills tests** Abilities like [typing](https://employtest.com/hrblog/typing-tests-for-hiring/), data entry, and proofreading are all skills used in roles that require efficient office management and communication. [Typing and data entry tests](https://employtest.com/typing-and-data-entry-speed-tests/) measure speed and accuracy, showing whether a candidate can handle data entry tasks promptly and correctly. Proofreading tests evaluate attention to detail and language proficiency, which are essential for maintaining quality in [written communications](https://employtest.com/hrblog/probable-causes-of-poor-written-communication-skills-in-your-office/). ### **4. Industry skills tests** Different industries require specific skills unique to their field. For example, accountants must demonstrate proficiency in accurately balancing spreadsheets, while medical professionals require adept data entry skills due to the amount of information they manage. [Light industrial skills tests](https://employtest.com/light-industrial-skills-test/) gauge if a candidate has the specific skills needed for their industry. After all, you want someone who knows or works within your sphere and can handle the job’s requirements. ### **5. Cognitive ability tests** Cognitive ability tests measure general cognitive capabilities, including problem-solving, logical reasoning, and analytical thinking. These tests are helpful for jobs like analysts whose members need to know how to quickly comprehend a problem and develop solutions. You can also find these assessments used for management and technical roles where critical thinking is paramount. A team leader, for instance, must know how to make difficult calls, especially when dealing with angry customers. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ## **Advantages of Skills Assessment Tests** So why is it better to have skill tests for your hiring process in addition to just interviewing candidates? Here are some of the advantages: ### **Accurate candidate abilities** The top advantage of using a skills test is getting an unbiased and accurate assessment of a person’s abilities. It provides a clear understanding of their capacity to handle responsibilities and their industry knowledge. ““““““““““““““““““““““““““““““““““` By thoroughly assessing their skills, you can make decisions based on concrete evidence rather than relying solely on educational background or employment history, eliminating biases that may come from padded resumes. ### **Improved hiring accuracy** Skills assessment tests lead to more informed and accurate hiring decisions because they provide objective data on a candidate’s abilities. The information reduces the reliance on resumes and interviews, which can be subjective. Companies that use pre-employment assessments report a [24% higher likelihood](https://www.aberdeen.com/blogposts/the-pros-and-cons-of-pre-employment-screenings/) of hiring people who exceed their performance goals. These assessments accurately measure candidates’ skills, enabling employers to select the most suitable people for each role. Research published in the *[Journal of Applied Psychology](https://psycnet.apa.org/record/1998-10661-006)* shows that **cognitive ability assessments are among the strongest predictors of job performance**, making them one of the most reliable tools for identifying high-performing candidates. This targeted approach not only enhances employee satisfaction but also contributes to improved overall performance and outcomes for the organization. ### **Reduced turnover rates** Assessing skills beforehand reduces employee turnover by guaranteeing new hires have the necessary abilities to succeed in their roles. When employees are well-matched to their jobs, they are more likely to feel confident and capable, which enhances retention rates. A study by Aberdeen found that companies using pre-employment assessments experienced a [39% lower turnover rate](https://blog.hiringthing.com/pre-employment-testing-benefits#:~:text=The%20Aberdeen%20Group%20found%20that%20companies%20that%20use%20pre%2Demployment%20testing%20have%20a%2039%25%20lower%20turnover%20rate.%C2%A0). Lower staff resignations save on recruitment costs and help maintain continuity and morale within the team. ### **Enhanced workforce quality** Skills assessment tests significantly contribute to building a more competent and productive workforce by making sure candidates have the required competencies. This results in a team that is better equipped to handle their responsibilities, thereby increasing overall productivity and efficiency. ### **Faster hiring process** You can streamline the recruitment process with a skills test because they can quickly identify the most qualified candidates. This procedure reduces the time spent on screening and interviewing unqualified applicants. Reducing the average time to fill a position from [42 days](https://industrytoday.com/top-recruitment-metrics-in-2022/) can be achieved by using pre-employment tests. This approach facilitates faster hiring processes, minimizing downtime and accelerating the onboarding of new employees, all of which contribute to seamless business operations. ### **Better employee development** Your company can also use assessments for employee development. Having your existing teams take them means you can identify [skill gaps](https://employtest.com/hrblog/skills-gap-analysis-how-to/) for additional training. This approach to growth can help you in creating personalized professional development programs. As a result, your hires can grow and advance within the company, which can encourage them to engage more. A report from LinkedIn Learning showed that companies with solid training programs that address [skill gaps](https://employtest.com/hrblog/skills-gap-analysis/) experienced a [30-50% increase in retention](https://www.lorman.com/blog/post/39-statistics-that-prove-the-value-of-employee-training). ## **Which Essential Skills to Test For** When hiring new employees, there are different basic employability skills you can test to see if they suit the role and can contribute to the company. Here are the vital areas to evaluate: ![Which Essential Skills To Test For](https://employtest.com/wp-content/uploads/2024/08/REV-What-Essential-Skills-to-Test-For_DR20240449.jpg) ### **Cognitive and analytical skills** For roles that require complex decision-making and strategic planning, you would want to evaluate a candidate’s cognitive and analytical abilities. These skills encompass problem-solving, logical reasoning, and overall mental agility. If you test for cognitive and analytical skills, you can see if a candidate can handle intricate tasks and make informed decisions. These abilities are vital for management, finance, and technology positions, where rational thinking is crucial for success. ### **Technology skills** In roles demanding specialized technical knowledge, candidates must show proficiency in industry-specific tools, software, or technical processes. For instance, finance roles often need skills in manipulating formulas and creating charts in Excel. Hiring people with these skills can significantly reduce training time and improve productivity. ### **Emotional intelligence** Emotional intelligence (EQ) is the capacity to recognize and manage emotions and empathize with others. High EQ is crucial for leadership, customer service, and team-based roles. Candidates with vital emotional intelligence better handle stress, communicate effectively, and resolve conflicts. Assessing EQ can be done through behavioral interviews and situational judgment tests. These methods help identify candidates who excel in navigating interpersonal dynamics and positively contributing to the workplace. *Learn more about the different skills you can test for in these guides:* [***Smart Hiring With Pre-Hire Personality Tests***](https://employtest.com/hrblog/pre-hire-personality-tests-help-make-better-hiring-decisions/) *and* [***Management Personality Test: What to Look For***](https://employtest.com/hrblog/what-to-look-for-in-management-personality-test-results/) ## **Boost Hiring Precision** Skills assessment tests are powerful tools for making informed hiring decisions. By thoroughly evaluating the specific skills required for each position, you can build a competent and harmonious workforce. This approach not only reduces turnover but also enhances job satisfaction among new hires. Adding skills assessment tests into your recruitment strategy can significantly enhance your hiring process. Partnering with EmployTest allows you to access tailored tests that match you with the ideal candidates. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** pre-employment assessment --- ### [EmployTest Earns Two 2026 Capterra Awards](https://employtest.com/hrblog/employtest-wins-two-2026-capterra-awards/) **Published:** February 10, 2026 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes Hiring software wins awards all the time. Most of them are easy to ignore. But when recognition comes directly from the people who use the product day in and day out, it hits differently. EmployTest has been named a **2026 award winner by Capterra**, earning **Best Value** and **Best Ease of Use** in the Pre-Employment Testing category. Both awards are based entirely on verified customer reviews, not panels, not sponsorships, and not marketing spin. And in a hiring market where speed and accuracy are constantly at odds, that combination matters more than ever. ### **Hiring Is Already Hard. Your Software Shouldn’t Make It Worse.** Most hiring teams aren’t struggling because they lack tools. They’re struggling because their tools slow them down. Today’s hiring tools promise “better hiring” but just give you more steps, more setup, and more guesswork. “Ease of use” has always been a “must-have” for any software, but only a few get recognized officially for it. EmployTest was built for the reality of hiring today. Small teams. Busy managers. Tight timelines. The goal isn’t to overload users with features. The goal is to help teams make better decisions without dragging the process out. That focus is exactly what customers highlighted in their reviews. ### **Why Customers Call Out Value and Ease of Use** [The Best Ease of Use award](https://www.prlog.org/13123224-employtest-recognized-with-two-2026-capterra-awards-for-pre-employment-testing.html) reflects something simple. Hiring teams can get started without hand-holding. There’s no complicated configuration, no technical lift, and no steep learning curve. Teams sign in, start the testss, and get the results. The Best Value award speaks to something just as important. Employers feel like they’re getting real return on this process. EmployTest helps teams evaluate skills, aptitude, and job fit early in the process, before interviews create false confidence in the applicant. That early signal saves time, reduces bad hires, and makes decisions easier to defend internally. “Hiring teams want tools that are clear, practical for the situation, and dependable,” said Ken Crowell, CEO of EmployTest. “Being recognized for both value and ease of use confirms we’re hitting that expectation.” ### **Awards Backed by Real Experience** Capterra’s awards are driven by what users actually say. Products are evaluated based on overall ratings, number of reviews, and customer sentiment over time. To win, a solution has to earn consistent trust from people who rely on it in real hiring scenarios. They reflect HR teams who need answers quickly. Hiring managers don’t want more noiseAnd organizations that care about making the right hire without turning the process into a maze. ### **What This Means for Hiring Teams** If you’re hiring in 2026, chances are you’re under pressure to move faster without lowering standards. You need tools that fit naturally into your workflow and help you spot real skills, early in the process EmployTest’s recognition for Best Value and Best Ease of Use reinforces a simple idea. Hiring software should reduce uncertainty, not add to it. And when customers consistently say a platform delivers on that promise, it’s worth paying attention. To learn more about EmployTest’s pre-employment testing solutions, visit[ EmployTest.com.](http://employtest.com) Enhance your hiring process with EmployTest, the award-winning pre-employment testing platform recognized for its value and ease of use. Discover how our solutions help teams make faster, smarter hiring decisions. --- ### [Why January Is One Of The Best Months For Hiring](https://employtest.com/hrblog/january-best-months-for-hiring/) **Published:** January 6, 2026 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes *****Why is January one of the best months for hiring?***** As the confetti settles and the champagne bottles empty, January ushers in more than just a new year—it brings a golden opportunity for your hiring efforts. While everyone else is busy shaking off holiday hangovers, you’ve got a golden chance to stockpile the best and brightest. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Basic Skills Test](https://employtest.com/basic-employment-skills-test/ "Basic Employment Skills Test") If you want to build a powerhouse team that’ll crush the next twelve months, now is the moment to pounce. Here’s everything you need to know to seize the January hiring advantage—and leave your competitors scrambling in your wake. ## **More Than Just a New Year’s Resolution** You might think the “new year, new job” mentality is just another cliche, but the numbers tell a different story. The U.S. economy added 143,000 new jobs last January (2025). While it was below expectations (about 169–170K), it still showed positive hiring growth. But why January? Well, it’s not just about new beginnings, though that plays a part. There are some solid reasons behind this annual job-seeking frenzy. #### **Fresh Budgets, Fresh Opportunities** As the calendar flips to January, many companies find themselves with refreshed budgets and new headcount allocations. It’s like your department just got a fresh pack of trading cards, and you’re ready to build your dream team. This financial reset often results in a surge in job postings, giving job seekers a smorgasbord of options. #### **Post-Holiday Clarity** The holiday season isn’t just about eggnog and ugly sweaters. Many people use this break to re-think their career goals and job satisfaction. Come January, they’re ready to take action, with clarity about what they want from their careers. #### **The Great Thaw** Everything seemed to slow down in December but January is when the business world defrosts. Decisions that were put on ice during the holidays are now back on the table, including hiring decisions. The entire job market collectively hits the “unpause” button. ## **The Numbers Don’t Lie: January’s** One of the Best Months for Hiring Here are some numbers to notice: - In the first two weeks of January 2025 alone, the BLS reports a mind-blowing [143,000 new job postings](https://www.bls.gov/news.release/archives/empsit_02072025.pdf) were published. - [ Robert Half](https://press.roberthalf.com/State-of-U-S-Hiring-First-Half-of-2025) said 63% of companies planned to add new permanent positions, while 39% anticipate hiring for vacated positions during the first half of the year. These aren’t just numbers but a clarion call to HR professionals everywhere. January isn’t just busy; it’s a hiring bonanza! ## **Riding the January Wave: Tips for HR Success** Here are some step to help you manage this opportunity: #### **1. Polish Those Job Postings** With the influx of job seekers, your postings need to shine brighter than a New Year’s Eve disco ball. Use this time to revamp your job descriptions. Be clear, concise, and compelling. #### **2. Maximize your Use of Technology** Use hiring tools and platforms to manage the increased volume of applications effectively. This includes implementing online [pre-employment assessments](https://employtest.com/tests/) early to quickly identify top candidates and focus your efforts on the most promising applicants. #### **3. Speed Is Your Friend** In the January job rush, the early bird doesn’t just get the worm—it gets the top candidates. With competition fierce, you need to move fast. Streamline your hiring process to make quick, informed decisions. #### **4. Think Beyond Skills** January job seekers aren’t just looking for a paycheck; they’re looking for purpose. Highlight your company culture, growth opportunities, and how the role contributes to the bigger picture. #### **5. Prepare for the Gen Z Wave** As we look towards 2026, remember that [Gen Z is becoming a larger part of the workforce](https://www2.deloitte.com/us/en/pages/consumer-business/articles/understanding-generation-z-in-the-workplace.html). They have different expectations and values. Showcase your company’s stance on issues like work-life balance, diversity, and sustainability. ## How January Hiring Compares to Other Months (And Why It Matters) January doesn’t just *feel* like a busy hiring month: it consistently kicks off the most active hiring stretch of the year. See how it compares to the rest of the calendar. ### Hiring Activity by Month: - **January–March:** Hiring ramps up quickly as new budgets are approved and open roles are unlocked. This is when companies post the most new jobs and restart paused searches. - **April–May:** Momentum continues, with many January postings converting into interviews and offers. - **June–August:** Hiring slows as decision-makers take PTO and teams delay non-urgent roles. - **September–October:** A second, smaller hiring push happens before year-end planning. - **November–December:** Hiring drops sharply due to holidays and budget freezes. In short: **Q1 is the most reliable hiring window of the year**, and January is where that surge begins. --- ### January vs. February vs. March While all three months are strong, they play different roles in the hiring process: - **January:** Highest volume of new job postings and applicant inflow. Companies reopen searches and create new roles tied to annual plans. - **February:** Screening and interviews accelerate as pipelines fill. Hiring teams start narrowing down candidates. - **March:** Offers and final hiring decisions peak as teams aim to have new employees in place before Q2. This matters because January hiring is often about **speed and scale**, not just filling one role at a time. --- ## **Looking Beyond January** While January is undoubtedly a prime time for hiring, it’s important to remember that recruitment is an ongoing process. The momentum generated in January can set the tone for hiring throughout the year. #### **Continuous Improvement** Use the lessons learned from your January hiring efforts to refine your recruitment strategies for the months ahead. Analyze what worked well and what could be improved to enhance your hiring process throughout the year. #### **Building Talent Pipelines** Even if you don’t make all your hires in January, use this time to build relationships with potential candidates. These connections can be valuable for future hiring needs. ### Why January Hiring Requires Better Screening January brings opportunity and challenges. With more applicants applying at once, hiring teams face: - [Inflated resumes](https://employtest.com/hrblog/lying-on-resumes/?utm_source=Direct&utm_medium=direct) - Faster screening timelines - Pressure to move quickly That’s why January is one of the most important times to rely on[ **job-related skills testing**,](https://employtest.com/pre-employment-test-sample/?utm_source=Direct&utm_medium=direct) not interviews alone. When applicant volume spikes, structured assessments help teams filter for real ability early, before time is lost on unqualified candidates. In other words, January hiring works best when speed is paired with proof. ### **January is Your Hiring Edge** January isn’t just another month: it’s your chance to redefine your hiring game. With job seekers flooding the market, fresh budgets ready to be spent, and decision-making back in full swing, this is the time to build your team and set the tone for the year ahead. But don’t sit back and hope for the best. Be proactive. Sharpen your job descriptions, streamline your process, and show candidates why your company is the place to be. Remember, the best talent doesn’t wait. *They act fast, and so should you.* Discover how our testing tools can transform your hiring process. [Learn more today](https://calendly.com/employtest-sales/test-talk)! --- ### [Why Employers Use Personality Profile Tests for Hiring](https://employtest.com/hrblog/why-employers-use-personality-profile-tests-for-hiring/) **Published:** December 17, 2025 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes Hiring should feel more predictable than a coin toss, yet most teams still struggle with one simple thing. *A resume shows what* a person has done, not *how* they work. Interviews help a little, but even the best interviewer only sees a glimpse of who that person is. *That gap is exactly where a* [*personality profile test*](https://employtest.com/personality-profile-test/) *for employment becomes helpful.* This type of assessment gives you a closer look at a candidate’s behavior, motivation, work preferences, and overall style. It makes hiring less stressful and gives you more clarity before offering the job. Whether you’re filling customer service roles, leadership positions, or support staff jobs, personality testing can help you avoid early turnover and build stronger teams. --- ## **What Personality Profile Tests Measure** A personality profile test focuses on work behavior, not horoscope-style descriptions and not “which Disney character are you.” You learn things that actually affect job fit. #### **Behavioral tendencies** Do they jump in fast, or warm up slowly? Do they take charge or prefer to support? Are they structured or spontaneous? These tendencies show up every day on the job. #### **Workstyle preferences** Some people need clear steps. Others do better with open space and a general goal. This part helps you spot whether the role matches their natural style. #### **Motivators and drive** Drive matters more than most people admit. You learn if someone thrives on achievement, recognition, stability, consistency, variety, or independence. #### **Interpersonal patterns** You get clues about communication style, collaboration, assertiveness, and general “workplace vibe.” #### **Stress behavior** Most people can seem calm in an interview. Stress scores tell you what happens once deadlines pile up. Together, these areas create a snapshot of how the candidate is likely to behave once they start the job. --- ## **Why Personality Tests Matter for Hiring** A well-designed personality profile test gives you something hiring teams usually lack: a consistent, structured way to understand people beyond first impressions. Here are some of the reasons employers use these assessments. - **Cuts down the guesswork:** Instead of hoping someone is adaptable or reliable, you see indicators for it. - **Predicts job success in a way a resume can’t:** Strong performers tend to share certain patterns. Customer service pros usually score high on calmness and patience. Salespeople lean toward confidence and persistence. Supervisors lean toward decisiveness and steadiness. - **Helps you find underrated talent:** Some candidates don’t interview well but have amazing drive or discipline. Testing helps you catch them. - **Reduces early turnover:** If the job demands constant change but the candidate thrives on routine, that mismatch usually ends in a resignation. Testing flags that before it becomes a problem. - **Makes onboarding smoother:** Managers know how to support the person from day one instead of figuring things out the hard way. --- ## **Key Personality Traits That Influence Job Performance** A strong personality test for hiring usually breaks traits into categories so you can quickly see where a candidate may excel. #### **Performance-related traits** - Achievement drive - Reliability - Adaptability These traits influence how well someone handles deadlines, shifting priorities, and everyday challenges. #### **Communication and teamwork traits** - Social confidence - Collaboration - Listening style These are especially important in roles where customer interaction or teamwork is part of daily work. #### **Problem-solving traits** - Analytical thinking - Initiative - Preference for independence or structure These traits help predict how someone will approach new tasks, troubleshoot problems, or work through unexpected situations. #### **Customer-facing traits** - Patience - Empathy - Ability to stay calm - Positive influence For service and sales roles, these scores can be the difference between one-star reviews and repeat buyers. --- ## **How a Personality Profile Test Works** No complicated setup. No trick questions. No “gotcha” items. **Step 1:** You choose a test and send the link. Candidates take it online in about 10–15 minutes. **Step 2:** Candidate answers a series of statements.There are no right answers. They simply choose what sounds most like them. **Step 3:** The system compares their responses to established behavior patterns used in workplace psychology. **Step 4:** You get a readable score report, easy to digest. A clean breakdown of strengths, risks, and workstyle trends. EmployTest’s score reports are built for hiring managers who want the “just tell me what this means” version. --- ## **How Employers Use Personality Test**s **in Real Hiring Scenarios** A personality test becomes even more powerful when paired with real hiring goals. Different roles rely on different behavioral traits, and this is where the assessment shines. #### **Customer service roles** Patience, empathy, and steady emotional control are essential for helping customers. Testing helps you find people who naturally stay calm and helpful even when things get busy. #### **Sales roles** Persistence, confidence, and resilience often predict success in sales. A personality profile test helps identify candidates who enjoy meeting targets and handling objections. #### **Supervisory and leadership roles** Managers need good decision-making habits, emotional awareness, and the ability to resolve conflict. Testing helps spot whether someone prefers to lead from the front, collaborate deeply, or take a structured approach to guiding others. #### **Administrative and support roles** These roles rely on reliability, organization, patience, and comfort with routine tasks. Testing helps you match candidates based on how they naturally manage workload and follow-through. #### **Collaborative teams** Teams function better when working styles complement each other. Testing can highlight potential friction points or suggest where a new hire would fit in smoothly. --- ## **When Personality Profile Tests Help and When They Don’t** A personality profile test is a powerful tool, but it should not replace interviews or skills-based assessments. It works best when employers use it as one part of the decision-making process. #### **Personality profile tests are helpful when:** - You want to compare candidates with similar experience - You want to reduce turnover in high-churn roles - You want a clearer view of team fit - You want more predictable hiring outcomes #### ****Personality profile tests are not helpful when:**** - The test is used alone without interviews or skills tests - Results are interpreted too rigidly - Employers expect it to answer every hiring question - The report is used to label people rather than understand them Good hiring is balanced and thoughtful. Personality results simply give you more information so you can make better decisions. --- ## **Combining Personality Tests With Skills Tests** Personality tests and skills-based tests answer different questions. When paired together, they give you a complete view of a candidate. #### **Skills tests show:** - What the person can do - Their proficiency level - How quickly they learn - Whether they meet the technical requirements of the job #### **Personality tests show:** - How they approach work - How they communicate - How they react under pressure - What motivates them This combination helps you avoid hiring someone who has the right skills but struggles with teamwork, communication, or consistency. It also helps you spot candidates who can grow into a role even if they are not perfect on day one. --- ### **More Confident Hiring Starts With Better Applicant Data** Hiring becomes easier when you have the right information in front of you. A personality profile test gives employers a better way to understand behavior, predict performance, and build stronger teams. When you pair personality insights with skills testing, you get a complete, honest view of each applicant. It reduces surprises, strengthens culture fit, and improves long-term retention. Most importantly, it takes some of the stress out of choosing the right person. If you are exploring pre-employment personality testing for your hiring process, see how the [Personality Profile Test for Applicants](https://employtest.com/personality-profile-test/) can work for your team. [Try a free sample test](https://employtest.com/pre-employment-test-sample/) today and see how you can start hiring more confidently! --- ### [What Is A Microsoft Word Skills Test and Why You Need it ASAP](https://employtest.com/hrblog/what-is-a-microsoft-word-skills-test/) **Published:** December 15, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes **If you’ve ever hired someone who claimed to be a Microsoft Word expert… and then watched them spend 20 minutes figuring out how to insert a table, you’re not alone.** Resumes might say “proficient in Microsoft Word,” but let’s be honest: those words don’t mean much without proof. Whether you’re hiring for an admin role, support staff, or your accounting team, Microsoft Word skills matter more than most people think. The good news? You don’t need to be a mind reader to identify who has the skills. [Microsoft Word skills tests](https://employtest.com/microsoft-word-skills-test-for-employment/) provide a quick, reliable, and stress-free way to determine who actually knows what they’re doing before making the hire. --- ### **What Is a Microsoft Word Skills Test, anyway?** A Microsoft Word skills test is a short, practical assessment that checks if a job candidate can use the core features of Microsoft Word. It doesn’t just ask multiple-choice questions (though some bad ones do); instead, it tests simulated real-world Word tasks, like: - Formatting a business report - Creating and editing tables - Applying consistent styles to a document - Using bullets and numbered lists - Fixing formatting errors - Performing a basic mail merge These tests can be tailored to different skill levels (beginner, intermediate, advanced) and role types. For example, you wouldn’t expect the same skill set from a receptionist as you would from someone preparing financial reports. --- ### **Why Microsoft Word Testing Matters in Hiring** Here’s the truth: most roles today require at least some proficiency in Word. If you skip testing, you’re relying on a resume, or maybe a quick “Tell me about your Word skills” moment in the interview. Not exactly foolproof. A Microsoft Word test helps you: - **Avoid training overload.** No more spending the first week teaching your new hire how to center a title. - **Hire with confidence.** You’re making decisions based on real skills, not guesses. - **Save time and money.** Less back-and-forth, fewer hiring regrets. - **Create a consistent, objective process.** Everyone is measured the same way. This is especially valuable when hiring for roles like: - Administrative assistants - Executive assistants - Customer service - Accounting or finance support - Government or legal admin roles Basically, if they’re working with Word documents, they should prove they can do it well. --- ### **Common Hiring Headaches This Solves** Let’s talk about those facepalm moments: - You hire someone who freezes when asked to update a Word template. - Their formatting makes your company look sloppy in front of clients. - The rest of the team wastes time fixing their docs. - Their resume said “advanced Word skills” when it should have said “I typed my resume in Word.” A pre-employment Word test solves these issues upfront, fast. --- ### **Where to Use Word Tests in the Hiring Funnel** Wondering where this fits into your current hiring process? Here’s the sweet spot: - **Right after resume review.** Use it to narrow down the interview pool. - **Before the final interview.** Use it as a final check for your top contenders. - **As part of a larger assessment.** Combine it with attention to detail or Excel tests for admin-heavy roles. And best of all, because it’s all done online, candidates can take the test on their own time, from anywhere. --- ### **How to Add Word Testing Without Slowing Down Hiring** Worried it might slow things down? Good news: it doesn’t have to. Here’s how companies are adding it seamlessly: - **Use a time limit.** Tests usually take just 20–25 minutes. - **Get instant results.** No grading, no spreadsheets: just clear scores. - **Tailor it to the role.** Don’t over-test. A quick intermediate-level test is plenty for most office roles. --- ### **What Makes a Great Microsoft Word Skills Test?** Not all tests are created equal. The best ones: - Use interactive simulations, not just multiple-choice questions - Include visual and interactive elements (not just text) - Are remote-friendly - Come with clear, easy-to-read score reports --- ### **The Bottom Line** Adding a Microsoft Word skills test to your hiring process is a small step that delivers big results. It saves you time, prevents bad hires, and makes sure your new team members can actually do the job you’re hiring them to do. Plus, it takes less time to set up than your average coffee run. --- **Want to see how it works?** [Try a free sample Microsoft Word test](https://employtest.com/pre-employment-test-sample/) or connect with our team to walk through how to add it to your next job opening. --- ### [Degrees Are Out: Change to Skills-Based Hiring Instead?](https://employtest.com/hrblog/why-skills-based-hiring/) **Published:** October 28, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes It used to be simple. You hired people with a college degree and assumed that meant they could handle the job. For decades, that piece of paper stood for discipline, competence, and commitment. But that’s not how things work anymore. Hiring companies are starting to wonder if a degree doesn’t always equal ability, and that the real predictor of good work is whether someone can actually do the job. ## **The Shifting Value of a Degree** The [*New York Times*](https://www.nytimes.com/2025/10/22/us/value-of-higher-education-attainment-rates-graduation.html?unlocked_article_code=1.vU8.uYUV.89MCC5gd5Tfv&smid=url-share) recently highlighted that college graduation and attainment rates are slowing, while the cost of earning a degree keeps climbing. Even though degree-holders still earn more on average, the gap between those with and without a diploma has narrowed. In some industries, it barely matters at all. Many graduates are now underemployed, taking roles that don’t require a degree in the first place. For employers, that’s a wake-up call. It means the old assumptions about what a bachelor’s degree represents no longer hold up. Depending on where someone studied or what major they chose, their degree might not reflect the skills the job actually needs. And with student loan debt at record highs, the traditional “degree equals success” equation can seem out of date. ### **Why Employers Are Moving Past the Diploma** Hiring based on degrees made sense when college was the best way to develop skills. But today, there are lots of ways to learn and build expertise, like online courses, certifications, and hands-on work. For HR teams and company managers, this means it’s time to think again about job requirements and focus more on ability than credentials. Otherwise, companies have to deal with two major problems: - **Overlooking great candidates** who learned outside of college - **Bringing on hires** who have the right degree but not the right skills So if your hiring process still treats a diploma as a sign of readiness, *you’re probably missing better talent.* ### **Skills Speak Louder Than Diplomas** If degrees are losing value as a hiring shortcut, the better move may be to measure what candidates can actually do. That’s where [skills-based hiring](https://www.hbs.edu/managing-the-future-of-work/Documents/research/Skills-Based%20Hiring.pdf) and pre-hire testing come in. Tests for reasoning, software knowledge, attention to detail, communication, or job-specific abilities give you real proof of skill. Instead of guessing based on a résumé, you can see how someone thinks and performs. It also levels the field. Not everyone has a degree, but plenty of people have the right experience and drive. Skills testing gives them a fair shot to show it. And it helps your current staff, too. Using the same type of testing internally can show strengths and training needs. Maybe someone’s ready for a promotion, or maybe they just need to brush up on [Excel](https://employtest.com/excel-assessment-test-for-applicants/) or [Office](https://employtest.com/microsoft-office-skills-test/) skills. *Either way, you get data to guide their development.* --- ## **A Better Way to Hire and Grow** Here’s what a skills-based hiring approach looks like in practice: #### **Rethink job descriptions.** Drop “bachelor’s degree required” unless it’s really true. Focus on the abilities that make someone successful in the job. #### **Add skills testing early in the process.** Use [pre-employment assessments ](https://employtest.com/)to check capability before interviews. This saves time and helps you compare candidates fairly. #### **Use testing for employee development, not just hiring.** Skill checks help spot training needs and create internal growth paths. When employees keep learning, they’re more engaged and less likely to quit. #### **Watch for “degree inflation.”** Some companies are quietly dropping degree requirements to widen their talent pool. When jobs demand unnecessary credentials, it slows hiring and limits access to skilled people who took a different route. --- ### **What HR Gains from a “Skills-First” Plan** A hiring process that values skills over degrees has a few clear payoffs: - Better job fit and faster onboarding - Fewer bad hires driven by résumé assumptions - More internal mobility and growth opportunities - Fairer, data-driven decisions that reduce bias And beyond hiring, this approach signals something bigger about your culture: results matter more than status.. That’s something employees notice and respect. --- ### **The Bottom Line** Degrees aren’t useless, but they’re not the reliable standard they once were. The job market moves too fast for that. If you want to build strong teams, start testing for what matters: skills, adaptability, and problem-solving. Degrees might tell you where someone’s been, but skills testing shows you what they can actually do. --- ### [Customer Service Skills Test: Your CSR Hiring Ally](https://employtest.com/hrblog/customer-service-skills-test/) **Published:** June 12, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### **How Do You Test Customer Service Skills?** To assess candidates’ customer service skills, use a research-based customer service skills test. CSR skills assessments created by experts include but aren’t limited to, role-playing exercises with mock customer situations, online assessments measuring traits like communication and problem-solving, and situational judgment tests that gauge conflict resolution skills. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Customer Service Aptitude Test](https://employtest.com/customer-service-aptitude-test/ "Customer Service Aptitude Test") The way customers engage and interact with businesses has [changed dramatically](https://www.salesforce.com/resources/articles/customer-expectations/) during the past five years. Although it’s common sense that positive customer experiences are important for business success, the need for more thoughtful customer service has skyrocketed. According to [Hubspot research](https://blog.hubspot.com/news-trends/customer-acquisition-study), 93% of customers are likely to make repeat purchases with companies that offer excellent customer service. On the other hand, [Zendesk](https://d1eipm3vz40hy0.cloudfront.net/pdf/cxtrends/cx-trends-2020-full-report.pdf) reports that after more than one bad experience, around 80% of consumers say they would rather do business with a competitor. These attitude changes have put new pressure on businesses when looking for the best CSR’s. Here’s how a pre-employment customer service skills test can help you when filling these roles. ## **What Do Customer Service or Support Representatives Do?** One key factor that distinguishes thriving businesses from failing ones is [how they face and address](https://www.businessinsider.com/successful-businesses-solve-problems-2018-10) potential problems. Successful businesses tend to take a more proactive approach and tackle issues as they happen, working hard to ensure customers stay happy. Customer service teams are the first contact point between a business and its clients and are a crucial link for customer retention and business growth. It makes business sense that the quality of customer service has a direct impact on profitability. Customer service representatives handle a [variety of tasks daily](https://www.liveagent.com/academy/customer-service-duties/). They are primarily in charge of helping customers with questions and complaints, while also giving product information, such as pricing, specifications, and available options. They take orders, handle returns, and may also demonstrate ways of using products or services. Sometimes, customer service reps can even be a part of the sales team, including emailing and making outbound calls. ## ![Customer Service Skills Test: Your CSR Hiring Ally](https://employtest.com/wp-content/uploads/2022/01/Customer-Service-Skills-Test-Your-CSR-Hiring-Ally-300x200.jpg "Customer Service Skills Test: Your CSR Hiring Ally") ## **Why is Customer Service Important?** The opportunities that come from good customer service are immeasurable. Its value shows in customer satisfaction, customer loyalty, and increased profitability. Satisfied customers will, for example, talk about their positive experiences with peers, through social media, and/or online reviews. [Poor customer service](https://employtest.com/hrblog/whats-the-cost-of-poor-customer-service) can also have a negative financial impact. It’s been proven that investing in good customer service teams, instead of relying solely on the quality of the product to keep up a good reputation, is far less expensive in the long run. Disregarding the value of customer experience can only lead to less than stellar outcomes: client loss, low corporate morale, a damaged reputation, and increased price sensitivity. On the positive side, satisfied clients are [much more likely](https://neilpatel.com/blog/benefits-and-importance-of-customer-satisfaction/) to return to the same company when they require the same product or service. Nurturing customer loyalty, in turn, helps build a more positive brand image. To confirm service skills before interviews, use [customer service skills assessment](https://employtest.com/customer-service-and-sales-pre-hire-assessment/ "Customer Service and Sales Pre-Hire Assessment") in your hiring flow. Finally, [research](https://www.jstor.org/stable/30162046) has shown that happy customers are generally prepared to pay more for a product. Providing they have a strong reputation, companies can charge higher rates and enjoy the resulting profits. ## **What Are The Basic Skills For Customer Service?** Providing exceptional customer service is the secret recipe for success in any industry, regardless of business type. Hiring people who are ambitious and driven to provide helpful advice is the first step toward building a reputation for service. Still, no specific set of job experiences or education level qualifies candidates for a customer service position. Hiring managers should instead be focusing on [skill sets](https://www.helpscout.com/blog/customer-service-skills/) that can’t always be taught. So, what are the ideal characteristics of a good customer service representative? In short, look for candidates who thrive in one-on-one interactions. Find applicants who value community over individualism. They’d also need to be able to think on their feet and be good at explaining how things work. When assessing job applicants, HR should prioritize some of these skills: #### **1)** [**Problem-solving skills**](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) Customers do not always self-diagnose their issues correctly, so support reps need to know how to take the initiative and work with them to find a solution. #### **2) Patience** Customers who contact support are frequently frustrated. Treating them with respect, as well as showing patience during a challenging troubleshooting process, can go a long way. #### **3)** [**Attentiveness**](https://employtest.com/attention-to-detail-test/) The ability to fully focus on the specific question or problem received is vital when providing stellar customer service. Representatives should not only pay attention to consumers’ experiences but also be able to provide mindful feedback. #### **4)** [**Emotional intelligence**](https://employtest.com/emotional-intelligence-profile-for-applicants/) A great customer service representative should be able to relate to anyone. Sometimes, though, trouble can arise with frustrated customers. Instead of taking things personally, they should intuitively understand where the other person is coming from and easily navigate difficult conversations. #### **5) Clear communication skills** Miscommunications can lead to disappointment and frustration. The best customer service representatives are masters of simple and effective dialogue, solving problems quickly while leaving nothing to doubt. #### **6)**[ **Writing skills**](https://employtest.com/grammar-tests/) Writing well entails getting as close to reality as words will allow. With much of customer support now happening via email and chat, being a good writer (and a fast typer) is the most undervalued skill to look for. #### **7) Creativity and resourcefulness** Finding imaginative ways to go the extra mile – and having the willingness to do so in the first place – is just as crucial as solving the problem. ![Customer Service Skills Test](https://employtest.com/wp-content/uploads/2024/06/customer-service-skills-test.jpg "Customer Service Skills Test") ## **How to Evaluate Your Applicants’ Customer Service Skills: Customer Service Skills Test** Evaluating your customer service applicants’ abilities can be hard, and relying on resumes alone [isn’t a very effective strategy](https://www.forbes.com/sites/carolinecenizalevine/2019/12/07/a-good-resume-is-not-enough-five-more-things-job-seekers-need-to-land-a-job-interview/) anymore. Fortunately, there is a way to determine whether an employee working as a customer service representative has the necessary skills before being hired. [Pre-employment tests](https://employtest.com/explore) have been shown to be efficient and effective because they provide unbiased and objective data that predicts job performance. These assessments can cover both soft and hard skills, including troubleshooting, decision-making, communication clarity, comprehension, and others. ## **How a Customer Service Skills Test Separates the Best from the Rest** While there are a number of pre-employment tests available, the customer service skills test that will ultimately be used depends solely on the needs of the role that needs to be filled. These tests measure desirable customer service behavioral traits and statistically compare them with other candidates who have taken the test. [Customer service aptitude tests](https://employtest.com/customer-service-aptitude-test/) are aligned with [EEOC guidelines](https://www.eeoc.gov/regulations-and-guidelines), which is helpful in assessing and hiring diverse teams while avoiding hiring bias. The main advantage of using customer service aptitude tests is that hiring managers can independently screen for traits such as conscientiousness, service orientation, ability to maintain composure, self-management, flexibility, and the ability to work well with others. Also, because customer service representatives typically work in large groups, it may be helpful to include a [supervisor aptitude test](https://employtest.com/supervisor-aptitude-test) for future potential team leads. Other skills that can be easily assessed with the help of pre-employment tests are dependability, helpful disposition, self-confidence, supervision, and candor. Customer service tests can also be used when hiring for many roles in various industries, such as healthcare, financial services and even government. 1. Customer Service Representative 2. Customer Service Executive 3. Customer Service Associate 4. Customer Service Consultant 5. Customer Service Analyst 6. Customer Service Specialist ## **Customer Service Skills Test: Wrapping It Up** While every company should work hard to provide an excellent customer experience, customer service representatives are the ones on the front lines. Ensuring everyone’s pre- and post-purchase experiences are as positive as possible can sometimes be a difficult job, but perhaps the most vital job of all. CSRs have unique insight into both the positive and negative aspects of users’ experiences. This is precisely why customer service reps must be [well-equipped](https://www.liveagent.com/blog/10-characteristics-to-look-for-when-hiring-a-customer-support-representative/) to handle any situation. Customer service representatives who are calm and composed, driven to help people in need, and creative enough to actually do it can enrich and enhance customer experience. Rather than relying on interviews, which can be unreliable predictors of future job performance, HR Teams and hiring managers should consider a validated [customer service skills test](https://employtest.com/customer-service-aptitude-test) to [identify](https://www.forbes.com/sites/quora/2013/06/28/is-there-a-link-between-job-interview-performance-and-job-performance/?sh=39c1ab3b458b) the character traits of a customer service representative. Analyzing the results outlined in our blog comparing [EmployTest to Test Gorilla](https://employtest.com/helpful-articles/comparing-testgorilla-vs-employtest/), it’s important to choose a trusted and peer reviewed test provider that offers a variety of validated [pre-employment assessment tests](https://employtest.com/) to help businesses properly assess candidates for these important skills. If you are a business that wants to improve their bottom line, reduce customer churn, and increase customer satisfaction, request a free sample of a [customer service skills test](https://employtest.com/customer-service-aptitude-test) to see the process in action. **Blog Categories:** customer service skills test, customer service tests, pre-employment tests --- ### [How to Avoid Accounting Skills Gap](https://employtest.com/hrblog/accounting-shortage-pre-employment-tests/) **Published:** March 5, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### **Is There a Shortage of Accountants?** Yes, there is currently a shortage of accountants in the US. With the number of [**accounting graduates declining**](https://www.hrcloud.com/blog/how-recruiters-are-overcoming-accounting-recruitment-and-retention-challenges) and many [**Baby Boomers**](https://www.pewresearch.org/short-reads/2020/11/09/the-pace-of-boomer-retirements-has-accelerated-in-the-past-year/) retiring, there is an increasing demand for skilled accountants. With this accounting shortage, finding qualified talent is tougher than ever before. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Excel Skills Test](https://employtest.com/excel-assessment-test-for-applicants/ "Excel Assessment for Applicants") ***But how do you attract and retain top-notch accountants when there’s a global accounting shortage?*** The solution lies in revamping your hiring process. Let’s explore why you need sharper screening tactics, which [**accounting skills**](https://employtest.com/pre-employment-accounting-test/) are indispensable today, and how [pre-hiring assessment tests](https://employtest.com/) can make your recruiting process more effective. And if you’re in a hurry, here’s a quick tip: Screen numeracy and ledger know-how early with an [Excel assessment test for applicants](https://employtest.com/excel-assessment-test-for-applicants/ "Excel Assessment Test for Applicants"). ### **The Looming Accounting Shortage** The growing accounting shortage is a pressing issue that has recently gained attention. This shortage has far-reaching implications for businesses, governments, and the economy as a whole. There are several factors contributing to the accounting shortage crisis: 1. **Aging Workforce:** Many accountants are approaching retirement age, creating a wave of departures from the workforce. The [**AICPA**](https://controllerscouncil.org/the-growing-shortage-of-accountants-and-cpas/) estimates that 75% of today’s public accounting CPAs will retire in the next 15 years. 2. **Changing Demographics:** [**Fewer young people**](https://www.shrm.org/topics-tools/news/all-things-work/cpa-shortage) opt for accounting as a career choice, leading to a shrinking pool of potential candidates. 3. **Competition for Talent:** Other industries, such as technology and finance, offer attractive career opportunities and higher salaries, enticing potential accounting professionals away from the field. ## **The Cost of Hiring Mistakes in the Accounting Department** The accounting department plays a vital role in a company’s financial success and overall health. Hiring the right accounting professionals is crucial. Mistakes in the hiring process for these positions can have significant financial and operational consequences. #### **Cost of Turnover** Because every company benefits from a strong workforce, a great team can offer the company energy and productivity. However, when an unsuitable individual is added to the mix, things can take a wrong turn. One study found that making the wrong hire [**can cost a company up to 15 times**](https://assets-global.website-files.com/64166502c7afb7f53864dcd8/6493c86026b391b4bf1e22e5_The-Cost-of-a-Mishire-3.pdf) that employee’s annual salary. While hiring the “right” person leads to a positive ROI of at least three times the annual salary, hiring the “wrong” person damages an organization by creating a negative ROI. When an employee leaves, the organization incurs expenses related to recruiting, hiring, and training a replacement. These costs can be substantial and disrupt the department’s smooth functioning. #### **Financial Losses** An unqualified or incompetent accountant may make errors in financial reporting, leading to incorrect tax filings, missed deadlines, and potential legal issues. These mistakes can harm the organization’s reputation and bottom line. #### **Operational Inefficiencies** While it may seem exaggerated, the ultimate outcome of an incompatible hire will affect the company’s performance. ![Accounting Shortage](https://employtest.com/wp-content/uploads/2024/03/Accounting-Shortage-300x200.jpg "Accounting Shortage") An employee who is not a good fit for the organization or lacks the necessary or basic accounting skills and knowledge can slow down processes, create bottlenecks, and hinder the department’s ability to meet its objectives. ## **Which Skills Do Accountants Need Today?** With the changing nature of systems, accountants need to know more than just basic accounting skills, such as tax forms and balance sheets. The accounting shortage goes beyond the quantity of accountants; it’s also about the growing talent gap. Even entry-level employees are expected to have broader accounting skills, including data entry, document management, and financial analysis. They need to handle any situation efficiently while staying up-to-date with the latest accounting terminology. #### **Communication Skills** Accountants often need to explain their data to clients, who may not have a solid comprehension of complex financial concepts. They may also spend significant time evaluating and optimizing financial records. As a result, accountants are essentially acting as ‘data interpreters’, for which strong communication skills are necessary. #### **Critical Thinking** Critical thinking is an important skill in the accounting field as well. Accountants are regularly confronted with errors, discrepancies, and inaccuracies, which, if not identified and corrected, can have major consequences for companies and clients. Therefore, these must be approached carefully, considering all variables and potential risks, to handle complex challenges. #### **Digital Literacy** Finally, today’s accountants use software solutions and tools to fulfill various tasks and responsibilities. Spreadsheets are most commonly used, and it’s considered necessary for aspiring accountants to be [**proficient in Microsoft Excel**](https://employtest.com/hrblog/microsoft-office-testing-for-employment/) and other spreadsheet systems. As we introduced in “[**Overcoming the Accounting Skills Gap with Applicants**](https://employtest.com/hrblog/hiring-tips/bridging-the-accounting-skills-gap/),” putting together a competent accounting team is critical. To help toward that goal, businesses should consider using a[ **pre-employment accounting test**](https://employtest.com/pre-employment-accounting-test), a[ **pre-employment math test**](https://employtest.com/math-assessment-test-pre-employment) or [**other pre-employment tests**](https://employtest.com/tests/) to assess a candidate’s accounting skills, from basic bookkeeping skills to their management and professional success aptitude, to make the best possible hire. ## **How Pre-Employment Tests Can Help in Beating the Accounting Shortage** As the accounting shortage continues, optimizing the hiring process becomes ever more important. [**Pre-employment tests**](https://www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/?sh=20115ece2606) are the next logical step when companies aim to spot top talent by measuring actual capabilities to find the best candidate. When used at the beginning of the hiring process, pre-employment tests can save a lot of time for hiring managers and applicants. Companies can filter out candidates before starting the time-consuming interview process. Applicants who pass pre-employment tests will have shown enough interest to invest the time required to complete them. After the best candidate has been chosen, pre-employment tests continue to add value because they can reveal what training is required for the soon-to-be new employee. This can reduce the time spent on training and onboarding new employees. ### **Which Types of Tests Can Be Administered to Accountant Candidates?** One definition of accounting functions includes examining and compiling financial documents for businesses and individuals. However, in-demand accounting abilities will vary by job title. Not all accountant applicants will have the same skills. A person working at an entry-level job at a small firm won’t need the skills needed for a CFO. This is why a mix of[ **pre-employment tests**](https://employtest.com/explore) can be used, depending on the position’s needs. For example, junior accountant candidates might only need data-entry skills, which can be tested through the help of [**data entry and typing tests**](https://employtest.com/typing-test). Senior accountant candidates may also need [**math skills**](https://employtest.com/math-assessment-test-pre-employment),[ **attention to detail skills**](https://employtest.com/attention-to-detail-test), and more. Accounting managers and CFOs may need accounting terminology tests, QuickBooks tests, or other technology tests, as well as financial analysis, management, and [**knowledge tests**](https://employtest.com/pre-employment-accounting-test). If you want to get a little more information on which tests to use depending on the position you’re looking to fill, we’ve explored this issue in more depth in our previous article, “[**Accounting Assessments: Which Tests to Use for Each Job Role**](https://employtest.com/hrblog/accounting-assessments-which-tests-to-use).” If there isn’t an out-of-the-box pre-employment test that meets the demands of the position you’re hiring for, there’s always the option of creating a custom test, which can be adjusted on the fly. ## **Conclusion** With the accounting shortage and [**growing war for talent**](https://www.hdi.global/infocenter/insights/2019/skill-shortage/), employers should take a proactive approach to screening and hiring in their financial departments. Unfortunately, work experience proves to be an insufficient measure of an employee’s overall value. Accounting knowledge is a starting point, but new employees will also need the [soft skills](https://employtest.com/videos/hiring-for-soft-skills/) necessary to be the right fit for the company. Flexibility, responsibility, and great communication skills are all extremely beneficial for accountants to have, so testing for those skills is imperative. To ensure that the best possible candidate is selected, businesses should consider screening accounting applicants with the help of [**pre-employment accounting tests**](https://employtest.com/pre-employment-accounting-test). Try out a [**free sample test** ](https://employtest.com/pre-employment-accounting-test)to see if using this tactic will help create a more effective and efficient hiring process! **Blog Categories:** accounting skills test,pre-employment testing --- ### [Accounting Skills Tests for Effective Hiring](https://employtest.com/hrblog/accounting-skills-tests-for-effective-hiring/) **Published:** July 20, 2025 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### **What is An Accounting Aptitude Test?** An accounting skills test is an assessment that measures a candidate’s knowledge and abilities in accounting principles, practices, and software. These accounting skills tests evaluate skills such as bookkeeping, financial reporting, data analysis, and expertise with programs such as Excel. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Accounting Skills Test](https://employtest.com/pre-employment-accounting-test/ "Pre-Employment Accounting Test") If you’re a recruiter or hiring manager, you know how hard it can be to spot top performers early in the process. That’s why more teams are using skills assessments. They’re quick, reliable, and reveal a lot more than a resume can. Whether you’re looking to fill an accounting position or striving to lead projects with more technical accounting skills or expertise, this guide has the information you need to succeed in making that next accounting team hire. ## Table of Contents: - [Why Accounting Skills Assessment Tests Matter](#why-accounting-skills-assessment-tests-matter) - [The Benefits of Accounting Skills Assessment Tests](#Benefits-of-Accounting-Skills-Assessment-Tests) - [Identifying Skill Gaps with EmployTest](#identifying-skill-gaps-with-employtest) - [Essential Skills for Entry-Level Accountants](#essential-skills-for-entry-level-accountants) - [Core Competencies Required by Entry-Level Accountants](#core-competencies-required-by-entry-level-accountants) - [The Role of Pre-Employment Math Tests](#the-role-of-preemployment-math-tests) - [Advanced Competencies for Senior-Level Accountants](#advanced-competencies-for-senior-level-accountants) - [Key Responsibilities of Senior-Level Accountants](#key-responsibilities-of-senior-level-accountants) - [Using Professional Success Aptitude Test for Hiring Decisions](#using-professional-success-aptitude-test-for-hiring-decisions) ## Why Using Accounting Skills Assessment Matters With **accounting skills assessment tests**, you can ensure that your potential hires have the accounting expertise required to succeed in their jobs. These tests not only measure technical skills but also strategic planning and advanced financial analysis abilities. ### The Benefits of Accounting Skills Testing [Using accounting skills assessment tests](https://employtest.com/pre-employment-accounting-test) during the hiring process has numerous advantages. They provide an objective way to evaluate technical accounting skills, digital skills, and soft skills, [which are increasingly important](https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/01/20/soft-skills-are-essential-to-the-future-of-work/?sh=70ecf8134161) in today’s accounting profession. - **Evaluating Technical Expertise:** These tests assess understanding and application of generally accepted accounting principles (GAAP), proficiency in using accounting software, and data analytics capabilities, among other key digital skills required by finance leaders. - **Gauging Soft Skills:** Beyond just numbers, these tests evaluate leadership skills, critical thinking abilities, and communication skills – all essential for problem-solving and leading projects or teams in the accounting profession. - **Saving Time & Resources:** Pre-employment testing helps filter out unqualified applicants early on, saving valuable time and resources spent on interviewing unsuitable candidates. ### Identifying Skill Gaps with EmployTest Even good candidates have areas they need to improve. Testing makes those gaps visible. Platforms like EmployTest give you more than just pass-or-fail results. You’ll get a breakdown of which skills are strong, which need work, and whether the person is ready for the role or would need extra training. That’s especially helpful when you’re weighing one great resume against another. ![Accounting Skills Tests For Effective Hiring](https://employtest.com/wp-content/uploads/2023/07/Accounting-Skills-Tests-for-Effective-Hiring-1.jpg "Accounting Skills Tests For Effective Hiring") ## Essential Accounting Skills Tests for Entry-Level Accountants Securing an accountant, particularly for a junior-level position, can be challenging. With numerous candidates possessing similar qualifications and experiences, it is necessary to identify those who truly understand basic accounting principles and can apply them effectively in real-world scenarios. [Pre-employment math tests](https://employtest.com/math-assessment-test-pre-employment) are an effective way to gauge core competencies required by entry-level accountants. These tests provide an objective measure of a candidate’s aptitude, including understanding financial statements, bookkeeping basics, and tax laws. > **Key Thought:** An accounting skills assessment or test is important for evaluating potential hires’ technical accounting skills and soft skills. These tests can save time and resources by filtering out unqualified applicants early on, while also identifying skill gaps that may require additional training. For entry-level accountants, numerical aptitude, digital literacy, and familiarity with GAAP are essential core competencies to assess during pre-employment testing. ### Core Competencies Required by Entry-Level Accountants The first step for hiring managers to find the right candidate involves understanding what skills are necessary for success in an entry-level accounting role. What are some of the core competencies that every budding accountant should possess? - **Math Skills:** An excellent grasp of mathematics is non-negotiable when it comes to accountancy roles. - **Understanding Financial Statements:** Proficiency in preparing and interpreting financial statements such as balance sheets, income statements, cash flow statements, etc. is an absolute must. - **Tax Laws & Regulations Knowledge:** A good understanding of tax laws and regulations applicable to businesses is another important skill set required by entry-level accountants. - **Familiarity with Accounting Software**: Familiarity with popular [accounting software](https://www.businessnewsdaily.com/7543-best-accounting-software.html), like QuickBooks or Sage 50cloud, can give candidates an edge over others. Beyond these technical skills, though, lies a set of soft skills which include attention to detail, strong organizational abilities, and effective communication, all equally critical for succeeding in this profession. ### The Role of Pre-Employment Math Tests Truth is, not everyone who says they’re “good with numbers” actually is. Math tests are a fast way to check numerical reasoning and problem-solving. They give you a clearer view of how someone works through real-world tasks. EmployTest’s math assessments include questions on: - Basic operations like addition, subtraction, percentages, and fractions - Reading and analyzing data - Solving time-sensitive calculations - Accuracy under pressure These aren’t just school-style tests. They’re designed to reflect the kind of math tasks your hires will deal with on the job. > **Key Thought:** To hire the right entry-level accountant, it is important to assess their core competencies such as numeracy skills, understanding of financial statements, knowledge of tax laws and regulations, and familiarity with accounting software. Pre-employment math tests can be a valuable tool in evaluating candidates’ aptitude for numerical reasoning and their ability to handle time-sensitive tasks efficiently. Incorporating these tests into the hiring process provides objective insights that go beyond resumes or interviews alone. > > ![Accounting Skills Tests](https://employtest.com/wp-content/uploads/2023/07/Accounting-Skills-Tests.jpg "Accounting Skills Tests") ## Advanced Accounting Skills Tests for Senior-Level Accountants As accountants move into more senior roles, they’re no longer just running reports. They’re making decisions that affect the whole company. That means you need a deeper way to assess them. The Professional Success Aptitude Test from EmployTest is built for exactly this. It goes beyond numbers to measure leadership potential, decision-making, and communication. ### Key Responsibilities of Senior-Level Accountants The role of a senior accountant extends far beyond simple number crunching. These professionals are often tasked with overseeing entire finance departments, making key decisions that can significantly impact an organization’s bottom line. - **Financial Analysis:** Advanced financial analysis involves examining an organization’s financial statements in order to identify trends and make recommendations for improvement. - **Budget Planning:** Senior accountants play a key role in budget planning by analyzing past spending patterns and forecasting future needs. - **Risk Management:** They also help manage risk by identifying potential financial threats and developing strategies to mitigate them. - **Audit Supervision:** In addition, these professionals often oversee internal audits to ensure compliance with laws and regulations as well as company policies. To do all that well, they need more than technical skill. They need to be strategic thinkers, strong communicators, and calm under pressure. These are all traits that are difficult to gauge through traditional interviews or resume reviews alone. A good test helps you spot that. ### Using Aptitude Tests for Hiring Decisions Aptitude tests, unlike standard pre-hire tests, are focused solely on technical competencies or basic math skills assessments commonly used at entry levels. An Aptitude Test measures higher-order cognitive abilities, including logical reasoning & analytical skills, in addition to assessing communication proficiency. The test consists of several sections designed specifically around core competencies required by advanced-level accountancy roles: - [Analytical Reasoning](https://www.radford.edu/content/cobe/innovation-analytics/analytics/career-prep/report-e.html#:~:text=Analytical%20reasoning%20connotes%20a%20person's,fully%20understand%20or%20explain%20it.): Evaluates a candidate’s ability to interpret data accurately & make informed decisions based on it. - [Critical Thinking](https://louisville.edu/ideastoaction/about/criticalthinking/what): Assesses how effectively candidates can solve problems using logic & reasoning. - [Numerical Reasoning](https://www.youscience.com/what-is-numerical-reasoning/#:~:text=Numerical%20reasoning%20as%20an%20aptitude,charts%2C%20trends%2C%20and%20relationships.): Measures a candidate’s aptitude towards handling complex numerical information & performing calculations under pressure. These tests offer a smarter way to screen candidates for roles that require leadership and critical thinking. That way, you’re not just hiring someone who can do the job. You’re hiring someone who can improve how it’s done. > **Key Thought:** Senior-level accountants have advanced responsibilities that go beyond basic number crunching, such as financial analysis, budget planning, risk management, and audit supervision. EmployTest’s Professional Success Aptitude Test is a valuable tool for assessing the critical thinking, problem-solving abilities, and communication skills necessary for success in these roles. #### Partner with EmployTest for Effective Accounting Skills Tests and Pre-Employment Testing Don’t take chances when adding new hires to your accounting team. By using [pre-employment and aptitude tests](https://employtest.com/tests), you can evaluate candidates’ abilities accurately and efficiently. Accounting skills aptitude testing saves your company time and money during the search for qualified applicants. Trust EmployTest to provide you with the [tools and expertise](https://employtest.com/tests/?test_category=accounting-knowledge) necessary for effective pre-employment testing. By partnering with us, you can streamline your hiring process, identify top accounting talent, and build a strong and successful accounting team. Optimize your hiring process with proven strategies; [download our case studies/success stories for](https://employtest.com/case-studies/) insights! Share this article with your human resource colleagues! [Click To Tweet ](https://twitter.com/intent/tweet?text=&via=&related=&url=https://employtest.com/accounting-skills-assessments-for-effective-hiring) **Blog Categories:** accounting skills test, Employment Tips,Hiring Tips,employment tests --- ### [Accounting Recruitment: How Pre-Employment Tests Can Help](https://employtest.com/hrblog/pre-employment-accounting-test-hiring/) **Published:** July 19, 2024 **Author:** Ken Crowell **Content:** Reading Time: 8 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. Few roles carry as much responsibility as accounting positions because they oversee the entire company’s finances. Making sure your accounting team is staffed with right-skilled candidates is crucial for maintaining financial accuracy and compliance. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Accounting Skills Test](https://employtest.com/pre-employment-accounting-test/ "Pre-Employment Accounting Test") However, it can be challenging to identify qualified candidates in today’s competitive job market. Effective accounting staff need to have the hard skills related to their various tasks. They also must have well-tuned soft skills for communicating and collaborating with other departments. It’s a rare combination that may be difficult to find. This infographic shines a spotlight on pre-employment tests and how they can identify skill gaps in accounting applicants. Empower yourself to create a team ready for [today’s challenges](https://employtest.com/hrblog/are-your-accounting-hires-ready-for-todays-challenges/). Got no time to read? Screen numeracy and ledger know-how early with a [pre-employment advanced Excel test](https://employtest.com/pre-employment-advanced-excel-test/ "pre-employment advanced Excel test"). **How Can Pre-Employment Tests Improve Accounting Recruitment? (Video)** --- **Jump to a Section:** - [What is a Pre-Employment Accounting Test?](#what-is-a-pre-employment-accounting-test "What is a Pre-Employment Accounting Test?") - [Types of Pre-Employment Accounting Tests](#types-of-pre-employment-accounting-tests "Types of Pre-Employment Accounting Tests") - [Accounting Skills Gap: Fast Facts](#accounting-skills-gap-fast-facts "Accounting Skills Gap: Fast Facts") - [How to Use a Pre-Employment Accounting Test for Hiring](#how-to-use-pre-employment-accounting-test-for-hiring "How to Use a Pre-Employment Accounting Test for Hiring") --- > > ***“Hiring the wrong accountant is like building a house on quicksand—it may look fine initially, but eventually, the cracks will show. Skills tests help you avoid those cracks by identifying solid foundations in your candidates.”*** > > > > [**Ken Crowell**](https://www.linkedin.com/in/crowellken) **– EmployTest** ## **What is a Pre-Employment Accounting Test?** ![what is pre-employment accounting test](https://employtest.com/wp-content/uploads/2024/03/Info5_DR20240413_REVS_Info5_Title-part.jpg "what is pre-employment accounting test") A [pre-employment accounting test](https://employtest.com/pre-employment-accounting-test/) is an assessment tool for evaluating both the technical proficiency and soft skills of applicants vying for accounting positions. It ensures that they have the essential knowledge and abilities required for the role. These tests often assess applicants’ understanding of key accounting principles such as GAAP (Generally Accepted Accounting Principles), financial reporting standards, and other fundamental concepts. Mastery of these principles is crucial for ensuring regulatory compliance, accuracy in financial reporting, and informed decision-making within the organization. On the technical side, these tests also evaluate the hard [skills you look for](https://employtest.com/hrblog/accounting-skills-to-look-for/) when handling numerical tasks. For example, they might measure proficiency in Microsoft Excel, a tool critical for accurate financial calculations, data analysis, and effective data management Soft skills, equally important, are evaluated through aspects like communication abilities and [emotional intelligence](https://employtest.com/hrblog/why-emotional-intelligence-matters-for-your-accounting-firm/) for speaking with colleagues and clients. They might also test problem-solving skills related to financial discrepancies. ## Types of Pre-Employment Accounting Tests The [test types](https://employtest.com/hrblog/what-are-accounting-skills-tests-types-hiring-faqs/) are as diverse as the roles they aim to fill within your accounting team. ![types of pre-employment accounting tests](https://employtest.com/wp-content/uploads/2024/03/Info5_DR20240413_REVS_info5_Types-of-Pre-Employment-Accounting-Tests.jpg "types of pre-employment accounting tests") ### Entry-level pre-employment accounting tests These are the tests for entry-level accounting positions which evaluate candidates’ knowledge and skills related to basic accounting principles and practices. #### **Typing and data entry skills test** Typing is inescapable in accounting, from data entry to writing reports. A typing test measures the speed and accuracy at which an applicant types paragraphs. Data entry is another critical skill in accounting. Tests often get differentiated by the type of data, alpha or numeric. Alpha tests use simulated customer information, while the numeric tests rely on numbers only. EmployTest’s [Typing and Data Entry Tests](https://employtest.com/typing-and-data-entry-speed-tests/) are accurate and easy-to-use measurements for these entry-level skills. #### **Basic accounting skills test** #### This test covers topics a company would often have an accounting role, including: - **Accountant knowledge**: Understanding credits and debits, depreciation methods, inventory costing methods, basic math, and more - **Bookkeeper knowledge**: Proficiency in balance sheet classification, annual report creation, filing methods, and calculation of account totals - **Business documents:** Familiarity with the details of official documentation - **Credit and debits:** Mastery of account balancing essentials - **Payroll:** Knowledge of various tax forms and payroll calculations #### **Microsoft Excel skills test** Microsoft Excel and its alternatives are critical tools in accounting. Advanced accounting software often relies on spreadsheets imported from Excel, making it essential to test applicants’ familiarity with the tool. Here’s what you can expect from an [Excel assessment test](https://employtest.com/excel-tests-job-applicants/) at various skill levels. - **Beginner Excel test**: Evaluates basic editing and formatting knowledge, such as creating workbooks, formatting text, and arranging spreadsheet layouts. - **Intermediate Excel test:** Assesses skills in pivot table creation, conditional formatting, and margin adjustments, along with beginner-level tasks. - **Advanced Excel test:** Tests abilities in editing pivot tables, data validation, and advanced customization, including creating charts and graphs. ### Mid-level and senior-level accounting knowledge skills test Higher-level accounting positions come with increased responsibilities and distinct challenges. Applicants must be tested for their familiarity with [Generally Accepted Accounting Principles (GAAP)](https://www.investopedia.com/terms/g/gaap.asp) and advanced accounting software. #### **Management and supervisor aptitude tests** Leadership roles require more than just accounting skills. Candidates for these positions need to lead a team of specialists, interact directly with clients and senior colleagues, and make strategic decisions on impactful matters. That’s why applicants should be tested for the following qualities: - Interpersonal effectiveness - Performance orientation and drive - Influence on others - Problem-solving abilities - Stress management - Self-confidence - Delegation skills ## Accounting Skills Gap: Fast Facts What’s the broader context of the accounting skill gap? Why are companies suddenly in dire need of accountants? Here are the highlights: ![accounting skills gap](https://employtest.com/wp-content/uploads/2024/03/Info5_DR20240413_REVS_Ifo5_Accounting-Skills-Gap-Fast-Facts.jpg "accounting skills gap") ### 1. Aging workforce The American Institute of Certified Public Accountants (AICPA) is the organization that manages all Certified Public Accountants (CPAs) in the country. They estimate that [75% of the current CPA population](https://controllerscouncil.org/the-growing-shortage-of-accountants-and-cpas/) will enter retirement age within 15 years. That would be a massive dip in the workforce and people able to train the next generation of accountants. ### 2. Changing demographics [Fewer young people](https://www.shrm.org/topics-tools/news/all-things-work/cpa-shortage) are choosing accounting as a career, contributing to a shrinking pool of potential candidates in the field. The number of accounting undergraduates and master’s graduates is also [decreasing year over year](https://www.journalofaccountancy.com/news/2023/oct/pool-of-accounting-graduates-shrinks-aicpa-report-finds.html), worsening the talent shortage. ### 3. Competition for talent Glassdoor data shows salary ranges in sectors like [information technology](https://www.glassdoor.com/Salaries/information-technology-entry-level-salary-SRCH_KO0,34.htm) and [finance](https://www.glassdoor.com/Salaries/entry-level-finance-salary-SRCH_KO0,19.htm) match and overtake [accounting positions](https://www.glassdoor.com/Salaries/entry-level-accountant-salary-SRCH_KO0,22.htm) at the entry level. The disparity makes these fields more attractive for talent. ### 4. Licensing difficulty Accounting is not an easy profession, as evidenced by the passing rates of the CPA exam, a requirement for licensure. Following a sharp dip post-2020, the average pass rate has hovered [around 50%](https://accounting.uworld.com/cpa-review/cpa-exam/pass-rates/). [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ## Accounting Test for New Hires: Evaluating Core Competencies Hiring new accounting staff can be a gamble without the right tools to assess their capabilities. An **accounting test for new hires** ensures candidates meet the role’s demands by focusing on key competencies, including: #### 1. Numerical Aptitude Accounting roles require a solid grasp of numerical concepts. Tests evaluate candidates’ ability to perform basic and advanced calculations, interpret financial data, and identify errors. This ensures they can handle daily tasks like reconciling accounts, preparing reports, and managing budgets accurately. #### 2. Technical Skills Modern accounting is heavily reliant on software like Microsoft Excel, QuickBooks, and enterprise resource planning (ERP) systems. Testing candidates’ technical proficiency ensures they can navigate spreadsheets, create financial models, and generate automated reports. For instance: - **Excel Assessments**: Include tasks like using formulas, creating pivot tables, and analyzing data. - **ERP System Tests**: Evaluate familiarity with tools like SAP or Oracle. #### 3. Problem-Solving Abilities Accounting professionals often encounter discrepancies, missing data, or compliance issues. Problem-solving scenarios in pre-employment tests help gauge how candidates approach and resolve such challenges. For example, a question might simulate an out-of-balance ledger and ask candidates to identify and correct the error. #### 4. Attention to Detail Accuracy is non-negotiable in accounting. Tests may include tasks like reconciling a mock bank statement or spotting errors in financial documents to evaluate a candidate’s precision and focus. #### 5. Soft Skills Assessment Beyond numbers, accounting roles demand effective communication and teamwork. Tests can include written prompts to assess how well candidates explain financial concepts or hypothetical scenarios to evaluate their collaboration and negotiation skills. ## Test for Accounting Positions: Tailored Assessments by Role Accounting roles vary widely in complexity and responsibility. A generic assessment might miss the mark, but a **test for accounting positions** tailored to specific job requirements ensures you find the right match. #### 1. Accounts Payable/Receivable Clerk These roles involve managing invoices, processing payments, and reconciling accounts. A tailored test might include: - **Invoice Processing Scenarios**: Evaluate how accurately and quickly candidates process mock invoices. - **Reconciliation Tasks**: Ask candidates to reconcile a sample ledger with missing or incorrect entries. - **Basic Excel Skills**: Test familiarity with functions like VLOOKUP, filtering, and sorting data. #### 2. Payroll Specialist Payroll roles require knowledge of tax laws, compliance regulations, and payroll software. Tests for this position can cover: - **Tax Calculation Scenarios**: Ensure candidates understand deductions, withholdings, and employer contributions. - **Software Proficiency**: Assess familiarity with popular payroll tools like ADP or Paychex. - **Compliance Knowledge**: Test understanding of labor laws and reporting requirements. #### 3. Senior Accountant For senior-level positions, tests should focus on strategic and technical expertise, such as: - **GAAP Knowledge**: Include scenario-based questions about applying GAAP principles to financial statements. - **Advanced Excel and Financial Analysis**: Evaluate skills in creating dynamic reports, financial forecasting, and budget analysis. - **Audit Preparation Tasks**: Assess how candidates prepare for internal or external audits, including documentation and compliance checks. #### 4. Accounting Manager Leadership positions demand a mix of technical knowledge and managerial skills. Tailored tests might include: - **Scenario-Based Leadership Questions**: Assess how candidates would handle team conflicts or mentor junior staff. - **Strategic Decision-Making**: Test abilities in financial planning, resource allocation, and risk assessment. - **Interpersonal Skills**: Evaluate communication skills through role-playing exercises or written prompts. #### 5. Financial Analyst For roles involving data-driven decision-making, tailored assessments may include: **Scenario Planning**: Assess how candidates create forecasts based on hypothetical business scenarios. **Data Interpretation Scenarios**: Evaluate how candidates analyze and interpret complex datasets. **Presentation Skills**: Test the ability to communicate financial insights clearly and effectively. ## How to Use a Pre-Employment Accounting Test for Hiring The threat of the shrinking accounting talent pool calls for more effective hiring strategies. A proven strategy is through the addition of pre-employment tests to the hiring process Here are some tips from the experts: ![how to use pre-employment tests for hiring](https://employtest.com/wp-content/uploads/2024/03/Info5_DR20240413_REVS_Info5_How-To-Effectively-Use-a-Pre-Employment-Accounting-Test-for-Hiring.jpg "how to use pre-employment tests for hiring") ### **1. Determine key job competencies** You might think that casting a wider net can help with more applicants, but for specialized accounting roles, a targeted strategy often yields better results. By pinpointing the specific soft and hard skills the role needs, you can tailor your assessment criteria to compare job candidates. For example, if you’re hiring for a senior accountant position, you might prioritize technical skills, such as proficiency in financial reporting, and soft skills, like effective communication. ### **2. Define pass score benchmarks** It’s essential to have clear and consistent pass score benchmarks for each test section. Ask your existing accounting team to set realistic expectations. These benchmarks should be based on the specific skills and knowledge required for the role. Communicate these requirements to applicants in advance so they understand the expectations and can be prepared. For example, if the position is an entry-level accounting clerk, you shouldn’t have unrealistically high benchmarks for accounting knowledge. ### **3. Assess test results objectively** Test results don’t exist in a vacuum. There may be external factors that can help or harm certain candidates. Remove potential sources of bias by standardizing the scoring process and using clear, consistent criteria for all candidates. For example, you can use automated scoring systems for technical tests to eliminate human error and subjectivity. Also, you may consider anonymizing testing results during the initial evaluation phase to focus solely on the performance rather than personal characteristics. ### **4. Use as early screening tools** Accounting tests are the perfect filter at the start of your recruitment funnel. They allow you to quickly establish a baseline for your candidates, preventing your interviewers from being overwhelmed with applicants all at once. For example, if all your openings need intermediate-level Excel skills, a test for that skill can immediately filter out candidates that don’t meet that requirement. ### **5. Combine with interviews** Interviewers shouldn’t use the [accounting skills tests](https://employtest.com/hrblog/accounting-skills-tests-for-effective-hiring/) as a replacement for the traditional interviewing process. Test scores are perfect for revealing hard skills, but there’s always a human element that needs to be checked during the interview. Through the interview, you can check for qualities that you didn’t test for, like cultural fit, work ethic, and other soft skills. For example, an on-paper expert candidate may have difficulties verbally simplifying ideas for others. If that trait is a dealbreaker for the job, you’ll know during the interview stage. ## **Crunching Numbers, Not Compromises** Finding the right candidates for accounting roles is more critical than ever in today’s competitive hiring market. You don’t want to hire a candidate that another company rejected because they tested and you didn’t. Pre-employment tests offer a strategic solution to bridge skill gaps and ensure candidates have that essential combination of technical know-how and soft skills. This precision lets HR professionals effectively assess candidates, reduce the likelihood of a bad hire, and build a strong foundation for long-term success. If you’re tired of the hiring frustrations, whether in accounting or other fields, consider adding EmployTest to your hiring process! Transform your recruitment process today. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** accounting skills test,pre-employment testing --- ### [Pre-employment Testing for Manufacturing Companies](https://employtest.com/hrblog/pre-employment-testing-for-manufacturing-companies/) **Published:** January 26, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **What is the Pre-employment Manufacturing Assessment Test?** Pre-employment testing for manufacturing companies evaluates candidates’ skills, abilities, traits, and job qualifications before hiring. Common assessments include attention to detail, adaptability, digital literacy, leadership and management skills, and communication skills. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Basic Skills Test](https://employtest.com/basic-employment-skills-test/ "Basic Employment Skills Test") The manufacturing industry is going through a major transformation. With automation and digital technologies helping to reduce overhead on the factory floor, manufacturing companies face an urgent challenge: bridging the widening [**skills gap**](https://employtest.com/hrblog/skills-gap-analysis-how-to/)**.** A [**Deloitte study**](https://www2.deloitte.com/us/en/insights/industry/manufacturing/manufacturing-industry-diversity.html) warns that the skills gap in manufacturing may leave 2.1 million jobs unfilled by 2030. Plus, a big chunk of the workforce is nearing retirement age. For HR managers in manufacturing, hiring qualified candidates for traditional roles is getting harder. However, this challenge also presents an opportunity to reevaluate your company’s hiring practices. By focusing on adaptable employees with the right combination of technical skills and knowledge, you can build a workforce that is prepared for future changes. ## **Top 5 Traits Needed for Manufacturing Jobs** Recruiting manufacturing professionals can be tough. Fortunately, there are a few key traits that you can keep in mind to help you find the perfect candidate. #### **Attention to Detail** On manufacturing floors, staying alert to problems while keeping product quality high makes all the difference. Workers who spot errors and risks and then act quickly keep output on track. According to Thomas International, attention to detail is also essential for [**optimizing production processes**](https://blog.thomasnet.com/manufacturing-hiring), reducing downtime, and boosting productivity. Hiring individuals who lack attention to detail can lead to noncompliance, quality issues, and accidents, which can be costly. [**Attention-to-detail tests**](https://employtest.com/attention-to-detail-test/) are an employer’s best tool to evaluate job applicants. #### **Adaptability** Technology is changing the manufacturing industry. Having a workforce that can embrace and adapt to these changes is vital. Look for candidates open to learning new systems, cross-training, and adjusting to shifting roles. One popular method for assessing adaptability is[ behavioral assessments](https://employtest.com/hrblog/behavioral-assessments-for-hiring/), which give insights into a candidate’s personality and behavioral tendencies, including their adaptability skills. #### **Digital Literacy** [**Industry 4.0**](https://www.bcg.com/capabilities/manufacturing/industry-4.0) automation is rapidly transforming the manufacturing industry. Manufacturers must have a workforce with the right digital skills to stay competitive in this new era. Hiring tech-savvy employees can significantly boost the company’s efficiency and productivity. However, there’s a big challenge that many manufacturers face: According to the [**National Skills Coalition**](https://www.mscdirect.com/betterMRO/metalworking/5-proficiencies-to-close-manufacturing-skills-gap#:~:text=In%20stark%20contrast%20to%20the,by%20the%20National%20Skills%20Coalition.), one in six manufacturing workers lacks even basic digital literacy skills. This means that they struggle to use computer software like spreadsheets and word processors for tasks such as tracking inventory, scheduling, creating reports, and making presentations. If your employees lack basic digital literacy, it can slow your tech integration plans. You’ll rely more on manual processes instead of leveraging data-driven productivity gains. One effective way to address this challenge is to use pre-employment testing for manufacturing to assess candidates’ [**basic computer skills**](https://employtest.com/computer-skills-tests-for-applicants-employees/) and digital literacy. With pre-employment testing for manufacturing, employers can ensure that their organization has the talent it needs to succeed in the digital age. #### **Leadership and Management Skills** To ensure productivity in increasingly automated systems, you need managers with strong leadership skills to oversee data flows, supply chains, and customer interactions. Without leadership at the floor or mid-level, senior management will be burdened with details, hindering productivity. When you assess candidates, look for evidence that they can lead teams, supervise production workflows, and manage projects. To measure their strategic thinking, give them hypothetical situations and ask for solutions. You can also use assessment tests, like [**manager aptitude tests**](https://employtest.com/management-aptitude-test/), to measure abilities in crucial areas such as problem-solving, strategic planning, and team development. #### **Communication Skills** [**Effective communication**](https://employtest.com/hrblog/professional-email-writing-skills-reasons-they-matter/) is the backbone of manufacturing companies. It greases the wheels of productivity and collaboration, and drives overall success. Even minor misunderstandings can lead to costly mistakes, production delays, and safety hazards. When team members can communicate effectively, they can quickly identify and address issues, collaborate on solutions, and make informed decisions based on real-time information. HR managers can gain valuable insights into a candidate’s communication skills by conducting pre-employment written tests. These assessments measure grammar, spelling, and writing proficiency, as well as the candidate’s ability to organize thoughts and ideas coherently. ### **Why Use Pre-Employment Testing for Manufacturing Companies![pre-employment testing for manufacturing companies ](https://employtest.com/wp-content/uploads/2024/01/skilled-workers-manufacturing-companies-300x200.jpg)** If you aim to hire the right people for your manufacturing company, pre-employment testing is critical. It provides the tools to make informed hiring decisions, ensuring you recruit the best candidates for the job. #### **Identifying Top Candidates** [Pre-employment assessment tests](https://employtest.com/) can help you identify top performers by evaluating their skills, behaviors, and traits that are important for the job. You can compare candidates against proven performance profiles and make better hiring decisions. #### **Better-Informed Hiring Decisions** Workplace skills-based tests and manufacturing hiring tests provide quantitative data and insights. This helps eliminate unconscious biases and guides you toward selecting the most suitable candidate. The result? Fairer and more accurate candidate choices. #### **Higher Productivity** By hiring candidates who align with your company’s needs, you can cut down on new hires’ training time. They’ll be productive from day one. #### **Lower Turnover** Employees who excel in their roles blend well with the company culture, leading to longer job tenure. Pre-employment testing helps you spot these employees and lower turnover rates. To succeed in the manufacturing industry, you must keep up with changing consumer needs. A manufacturing hiring test can help you find candidates with the right traits and skills for sustained growth. Investing in pre-employment testing can help your manufacturing company thrive by ensuring that you hire the most skilled people for the job. With the right team in place, you can position your company for success both now and in the future. Try a free [sample test](https://employtest.com/pre-employment-test-sample) today! **Blog Categories:** Employment Tips,Hiring Tips,employment tests, pre-employment testing --- ### [Hiring Essentials: Behavioral Assessment](https://employtest.com/hrblog/hiring-essentials-behavioral-assessment/) **Published:** July 22, 2025 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes So you’ve found the perfect candidate for your open position – a highly-skilled professional with an exemplary industry background and experience to match. There’s only one problem. Your new hire is not that agreeable, and you and your team are having trouble connecting with them. They might be likely to procrastinate tasks if work gets busy, or frequently disagree with team leads on project strategy and concept. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Behavioral Test](https://employtest.com/behavioral-test-for-entry-level-jobs/ "Behavioral Test for Entry Level Jobs") Not accounting for candidates’ soft skills and essential behavioral traits is one of the leading causes of hiring mistakes, which affects nearly three of four companies, according to [CareerBuilder.](https://press.careerbuilder.com/2017-12-07-Nearly-Three-in-Four-Employers-Affected-by-a-Bad-Hire-According-to-a-Recent-CareerBuilder-Survey) Among the most common “bad hire” clues: - 53% of employers cite negative attitude, - 50% of employers cite unwillingness to be a team player, and - 46% of employers cite attendance problems. So even if your candidate has all the necessary qualifications, they still might not be a good fit for their role, both on a professional and personal level. A proven way to make sure you’re hiring the right applicant is using behavioral testing. In this article, we’ll cover: - [What is Behavioral Assessment?](#what-is) - [How do Behavioral Tests Work?](#how-do-they-work) - [Different Types of Behavior Assessments](#types) - [The Difference Between Behavioral and Cognitive Tests](#difference-from-cognitive-tests) - [What Behavioral Testing Measures](#what-they-measure) - [The Benefits of Behavioral Assessments](#benefits) ## What is Behavioral Assessment? A behavioral assessment is a type of pre-employment test which focuses on your candidates’ personality traits and assesses how they might react in potential workplace situations. When asking, *“what are the types of behavioral assessments?”* it’s important to note they can vary widely, each designed to measure different aspects of behavior and fit. While skills tests are a valuable assessment of the candidate’s competency, it’s important to remember new skills can always be learned, and existing skills can be developed over time. Behavioral traits, however, are harder to change. They are even more important indicators of how your candidate will perform in their role and fit in with your organization. With behavioral testing, you learn about what makes your candidate *tick* – what motivates them, what brings them stress, and how they work to resolve common workplace issues. According to a [SHRM survey](https://www.shrm.org/hr-today/news/hr-magazine/winter2019/pages/how-accurate-are-personality-assessments.aspx), behavioral assessments are commonly used across different positions, especially when hiring for middle management and executive positions: - 32% of HR professionals use behavioral tests for hiring executives - 28% of HR professionals use behavioral tests for middle management This is because personality and behavior play a very large role in positions that require leadership and management. If you’re hiring for more of an operations role, behavioral testing may still be helpful for your decision making process. It can provide valuable insight into your candidate – from their relationship with time management and stress, to how they work as part of a team. ## How Do Behavioral Tests Work? With behavioral assessment, there are no wrong or right answers. Instead, scores will reflect the candidate’s worldview and attitude towards work. Typically, behavioral tests include multiple-choice answers or answers on a rating scale. Some behavioral tests will also have open-ended questions, which let the candidate fill in the blanks. While descriptive answers are harder to turn into clean, objective data points, open-ended questions allow you to understand the candidate in their own words. ## Types of Behavior Assessment When it comes to behavioral assessments for employment, they can be broadly categorized into two types: - Universal tests. Universal behavioral tests are not designed with a specific job role in mind. They can be used to give you a broad picture of your candidate’s behavioral traits – and then it’s up to you and your team to decide if a candidate is suitable for the position. Commonly used universal behavioral tests include the OCEAN (also known as The Big Five) test and the “16 types” test. - Position-specific tests. Behavioral tests designed with a specific role in mind tend to be more focused on personality traits that align best with the demands of a certain job. For example, [customer service aptitude tests](https://employtest.com/customer-service-aptitude-test) will zero in on the candidate’s ability to communicate clearly, problem-solving, and provide service – some of the most important traits of a customer service professional. If you’re hiring with a very specific profile in mind, using a position-specific test is advised. You can also opt for fully customized behavioral testing. Customized tests accommodate both for the demands of the position, as well as specific profile types you might be searching for to expand your team. These are tailored to your job description. The blend of forms and questions available when crafting such a behavioral assessment gives hiring managers unique, detailed information about the applicants. [Read more about different types of behavioral tests in our previous blog: “Behavioral Assessment for Job Candidates 101“](/hrblog/behavioral-assessment-101) ## How are Behavioral Assessments Different from Cognitive Tests? Because both cognitive and behavioral assessments are psychometric tests, sometimes it’s easy to confuse the two. The core difference is what each is measuring: learning capacity vs. situational judgment. [Cognitive tests](https://employtest.com/hrblog/how-to-use-cognitive-assessment-test-hire) measure the candidate’s capacity to grow and learn on the job. With cognitive testing, you’ll learn how your applicant processes information, their ability to problem-solve, and how they approach decision-making. If a candidate receives a relatively low score on a skills assessment, but scores high on their cognitive test, that shows they are very likely to quickly learn the skills necessary for their role, and should not be quickly dismissed from the hiring pool. [Behavioral assessment tests](https://employtest.com/behavioral-assessment-test) can measure the candidates’ situational awareness and judgment. They will show how a candidate will react to common workplace issues, such as overwhelming workloads, time management, and stressful customer situations. For the best possible overview of your candidate’s personality and behavior, it is often recommended to administer both types of test. ## What Do Behavioral Tests Actually Measure? We’ve mentioned that behavioral tests can measure the candidates’ situational judgment. But how is that information presented in each score report? Typically, the results of a behavioral test are presented through a list of select personality traits. Attached to the description of a personality trait will be the candidate’s score on this particular attribute. Some of the more important traits to consider when searching for a new hire are: - Adaptability. In today’s quick-paced, [dominantly hybrid workplace](https://employtest.com/hrblog/remote-hiring-and-testing-statistics), an adaptable hire is everything. A person’s adaptability translates to how quickly they can pick up new skills and learn to use different programs, how easily they can find a good work rhythm and connect with new team members, as well as how they react if a sudden change throws off their entire schedule for the day or the week. - Competitiveness. While competitiveness can sometimes be viewed negatively, it still has its good sides. Candidates with a moderate to high competitiveness score are most often the ones to push themselves further, upping their results with each project. Competitive candidates prioritize professional growth – meaning they will put effort not only into their own work, but also into motivating teammates to try harder and aim higher. - Teamwork. Perhaps the most important quality of a candidate is their openness towards teamwork. The score on this behavioral trait can often be the make-or-break for the candidates, as the ability to be a productive team member is critical for each new hire. - Leadership. The cost of poor leadership remains as high as ever – and it’s losing US companies [$550 billion annually](https://www.forbes.com/sites/rasmushougaard/2018/09/09/the-real-crisis-in-leadership/?sh=2c56b3293ee4). While it’s true good leadership can be learned, it’s still much easier to train people to lead when they already have a tendency towards it. - Stress tolerance. Is your work environment results-focused, fast-paced and heavy on individual responsibility? If so, candidates who are easily susceptible to stress might not be the right fit for you, even if they have all the technical skills necessary for the job. Roles in account management or customer service, for example, require candidates who score highly on their stress tolerance. [Learn more about key behavioral traits and recommended behavioral interview questions in: “Behavioral Testing: Key Personality Traits for Success**“**](/hrblog/behavioral-testing-key-for-success) ## The Benefits of Behavioral Assessment ### 1. Objectivity While companies work hard to eliminate prejudices in hiring, [unconscious bias remains a challenge](https://www.forbes.com/sites/pragyaagarwaleurope/2018/08/26/here-is-why-organisations-need-to-be-conscious-of-unconscious-bias/?sh=2c8a3179726b). Pre-employment tests such as behavioral assessment reduce that risk by providing you with an objective, data driven way to judge your candidate and their compatibility with both the role and the workplace. ### 2. Finding the right culture fit Today it is widely accepted that the [best possible results come from teams of diverse thinkers and divergent personalities](https://hbr.org/2016/11/why-diverse-teams-are-smarter). Creating a quality work environment means encouraging and engaging with different modes of thinking and taking various perspectives into account. Behavioral tests help nurture this workplace culture by informing you of your candidate’s way of thinking, which then shows what they are bringing to the team. Are you looking for an original thinker, or do you need a top-notch team player to bring some cohesiveness to the group? Is your team missing a bold leader, or a strategist? The results of your behavioral test will highlight the applicants within your hiring pool who best fit the description you need. ### 3. Help HR processes Lastly, behavioral testing helps the human resources department better understand the other employees. Understanding new hires is of great help during onboarding and, potentially, later conflict resolution. Behavioral testing also gives the HR department insights that might ease future hiring efforts. Being able to compare and contrast data from more sources (such as testing) adds valuable information that hiring managers can use in the future. [Read more about the benefits of behavioral tests in: “Why Employers Rely on Behavioral Assessments for Hiring”](/hrblog/behavioral-assessments-for-hiring) ## Build a Great Team with Behavioral Testing Behavioral tests help you understand your candidates’ personality and behavioral tendencies. The way each individual team in the company operates means everything for the growth of your business and employee retention. Adding the ideal new hire to the group helps ensure goals are being met, and, more importantly, that you’re building a comfortable and productive environment for your employees. EmployTest offers more than 30 different behavioral tests, including position-specific, universal and customized tests designed exactly for your open positions. Check out [our test list](https://employtest.com/tests) and [contact us](https://employtest.com/contact-us) today to learn more! **Blog Categories:** behavioral profile, personality tests --- ### [7 Skills That Will Become Obsolete Due to AI (and 5 Must-Have Skills to Work with AI)](https://employtest.com/hrblog/jobs-ai-will-replace-and-create/) **Published:** November 23, 2023 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Artificial intelligence (AI) is highly capable of various tasks, especially with the continuous updates to [GPT-4](https://openai.com/research/gpt-4) and [Google Bard](https://blog.google/technology/ai/bard-google-ai-search-updates/). These AI tools can write content, analyze data, code programs, and more. Plus, the list of jobs AI will create and replace continues to grow, and they will continue to evolve as time goes on. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Artificial Intelligence Test](https://employtest.com/artificial-intelligence-test-for-applicants/ "Artificial Intelligence Test for Applicants") There’s no doubt that these[ AI driven recruitment](https://www.qureos.com/hiring-guide/top-finance-recruitment-platforms-in-ksa-and-uae) will change the landscape of work. Some companies may even lay off parts of their workforce in favor of AI, as it can automate processes that once took days to accomplish. However, AI isn’t perfect. There are still roles that will need human intervention for years to come. As a hiring manager, knowing which positions are replaceable and which aren’t helps narrow your recruitment processes. Before answering the question, “What jobs will AI replace?” It helps to get an overview of AI usage among companies today and tomorrow. ## **AI Statistics and Predictions** The anxiety around AI taking over jobs isn’t new, with some experts predicting it all the [way back in 2013](https://www.oxfordmartin.ox.ac.uk/downloads/academic/future-of-employment.pdf). As AI technology continues to boom, replacing certain menial, redundant tasks may be inevitable. Look at the numbers to understand the state of AI and the future of work. ![AI Statistics and Predictions](https://employtest.com/wp-content/uploads/2023/11/Section-1-Revised.png) ### **1. 75% of companies plan to adopt artificial intelligence in the next five years. (**[**World Economic Forum**](https://www.weforum.org/reports/the-future-of-jobs-report-2023/digest/#:~:text=More%20than%2075%25%20of%20companies%20are%20looking%20to%20adopt%20these%20technologies%20in%20the%20next%20five%20years.)**)** People and companies worldwide are adopting AI at a record-breaking pace. For example, ChatGPT reached [1 million users in just five days](https://www.statista.com/chart/29174/time-to-one-million-users/). AI adoption is on the roadmap for many companies, and employees need to be aware of that. Because companies are serious about adopting AI, people with AI skills are in great demand. It’s an opportunity for job seekers to upskill and prepare to enter companies that will almost certainly use AI in some way. ### **2. An estimated 300 million full-time jobs could become automated. (**[**Goldman Sachs**](https://www.key4biz.it/wp-content/uploads/2023/03/Global-Economics-Analyst_-The-Potentially-Large-Effects-of-Artificial-Intelligence-on-Economic-Growth-Briggs_Kodnani.pdf)**)** Despite this compelling statistic, Goldman Sachs asserts that new emerging roles often offset the number of jobs AI will replace. What jobs will AI create? Experts predict that such positions will rely on humans to expertly use AI when accomplishing tasks such as [prompt engineering](https://www.forbes.com/sites/bernardmarr/2023/05/11/the-hot-new-job-that-pays-six-figures-ai-prompt-engineering/?sh=1d2de5027d7f). ### **3. AI was responsible for 3,900, or roughly 5% of all jobs lost in May 2023. (**[**Challenger, Gray, & Christmas, Inc.**](https://omscgcinc.wpenginepowered.com/wp-content/uploads/2023/06/The-Challenger-Report-May23.pdf)**)** Depending on the role, another question might be, “When will AI replace my job?” The report by Challenger, Gray, & Christmas, Inc. underscores how thousands of people are already receiving notices that AI will replace them. This statistic could also mean that your competitors are restructuring their business models and operations to accommodate AI. It’s a green light indicating you might need to rethink your company’s operations so you can remain competitive in the evolving business landscape. ### **4. 63% of companies lack workers who are skilled with AI. (**[**SAS**](https://www.prnewswire.com/news-releases/ai-skills-crisis-may-lead-to-wasted-investments-and-stifled-innovation-research-shows-301630769.html)**)** Companies are adopting AI faster than they have the workforce to handle it. The [skills gap](https://employtest.com/hrblog/skills-gap-analysis/) is a problem for employers like yourself but can also be a shining opportunity for job candidates. Employees who hone their AI skills can better compete in the evolving job market. As a hiring manager, performing [skill assessments](https://employtest.com/tests/) can help you close the company’s skills gap and hire only knowledgeable professionals. Using AI for hiring can also be beneficial. ### **5. AI models can automate 60% to 70% of total work hours. (**[**McKinsey & Company**](https://www.mckinsey.com/capabilities/mckinsey-digital/our-insights/the-economic-potential-of-generative-ai-the-next-productivity-frontier#business-value:~:text=Current%20generative%20AI%20and%20other%20technologies%20have%20the%20potential%20to%20automate%20work%20activities%20that%20absorb%2060%20to%2070%20percent%20of%20employees%E2%80%99%20time%20today.%20In%20contrast%2C%20we%20previously%20estimated%20that%20technology%20has%20the%20potential%20to%20automate%20half%20of%20the%20time%20employees%20spend%20working.)**)** With AI, companies can take back more than half their hours spent on repetitive and menial tasks and focus on core business functions. This means you can use AI software to bolster your workforce and fill in any skills gap that can be automated. These statistics highlight how AI is already disrupting numerous industries, with several jobs slowly becoming obsolete, revealing the impact of AI and the future of work. ## **Which jobs will AI replace?** Current AI models are impressively creating work that often looks and sounds like it was made by a human, causing many professionals to worry about job security. Given these developments, the jobs AI will replace is being questioned. Here are a few roles you may begin automating. ![What Jobs Will AI Replace?](https://employtest.com/wp-content/uploads/2023/11/info2-Section-2.png) ### **1. Customer Service Representatives** A [HubSpot survey](https://blog.hubspot.com/service/state-of-ai-in-service#:~:text=79%25%20of%20customer%20service%20professionals%20say%20AI/automation%20tools%20are%20important%20to%20their%20overall%20strategy.) on customer service professionals found that almost four in five respondents (79%) deem AI an integral part of their strategies⎯and it’s easy to see why. AI customer service representatives (CSRs) are available anytime and can swiftly resolve customer concerns. Customer queries and concerns often repeat. Triggered by a common keyword in the queries, an AI CSR can quickly reply to these messages with a templated answer. This way, your human CSRs won’t have to spend time on repetitive customer issues. ### **2.** **Receptionists** In 2022, experts forecasted the virtual assistant industry to grow into a [$4.12 billion market](https://www.prnewswire.com/news-releases/virtual-assistant-market-size-to-grow-by-usd-4-12-bn-insights-on-key-drivers-trends-and-products-offered-by-major-vendors--technavio-301570382.html). AI can take on a receptionist’s regular responsibilities, such as welcoming visitors, scheduling meetings, and rerouting calls, making it one of the jobs AI will replace. ### **3. Accountants and Bookkeepers** A [KPMG survey](https://kpmg.com/us/en/articles/2023/tax-reimagined-report-2023.html) found that 59% of companies had already integrated the latest AI tech in their tax or finance departments. Besides that, nearly all respondents said they were interested in integrating the technology, meaning the percentage could drastically increase in the coming years. Multiple companies already offer tax and finance automating software, lightening the load of traditional accountants and bookkeepers. These tools are especially helpful during tax season when the accounting department usually gets busy. ### **4. Proofreaders** Modern writing apps feature automated proofreading functionalities such as spellcheck and word suggestions. Various writing tools and applications are also sprouting every day, helping everyone write better, from [Grammarly](https://www.grammarly.com/) to [Magical](https://www.getmagical.com/). As these products continue to improve, especially with built-in AI assistance, the full-time proofreader role may slowly disappear. ### **5. Graphic Designers** There’s plenty of debate online about whether AI can replace graphic designers. Regardless, the graphic design industry isn’t completely immune to AI tools like [Canva’s Magic Studio.](https://www.canva.com/magic/) Using AI graphic design tools can tremendously shorten your design team’s process, making it even more productive. ### **6. Salespeople** Per [Bain & Company](https://www.bain.com/insights/the-talent-implications-of-generative-ai-tech-report-2023/?gclid=CjwKCAjwyY6pBhA9EiwAMzmfwQGjs5ql73mT3axFIW_IGK-gdihU8gmVkxvz74BCn8WGn-9U8QlM8RoC_qQQAvD_BwE#:~:text=Among%20the%20GTM%20executives%20we%20surveyed%2C%2064%25%20believe%20that%20consumer%20sales%20will%20see%20a%20significant%20amount%20of%20automation%20over%20the%20next%20two%20years%2C%20partly%20because%20they%20are%20less%20customized.), 64% of go-to-market executives believe there will be considerable automation in consumer sales in the coming years. Likewise, you can use AI to automate repetitive and tedious tasks instead of hiring more full-time sales associates. For instance, instead of a sales executive tiringly tracking customer journeys, you can use an AI-powered tool to automatically send a customized email after a specific action. ### **7. Market Research Analysts** Jobs involving data analysis can easily be up for automation through machine learning. These tools sift through thousands of data points to help you discover patterns, draw insights, and inform your strategies. ## **What jobs are safe from AI, for now?** While AI can certainly boost productivity, it doesn’t mean it’s always accurate in what it does. Current models of AI are known to [make things up](https://edition.cnn.com/2023/08/29/tech/ai-chatbot-hallucinations/index.html) or “hallucinate.” The stakes for accepting the inaccuracies can be staggering. For instance, errors in Google’s AI chatbot caused the tech giant to [lose $100 billion.](https://time.com/6254226/alphabet-google-bard-100-billion-ai-error/) It’s important to note that there are nuances in AI usage that humans need to be aware of. No technology is 100% factual and accurate at all times. Thus, AI still requires human intervention. It’s why jobs in AI are becoming even more popular. It also means there are many other roles that cannot be automated with AI. ![What Jobs are Safe from AI (For Now)?](https://employtest.com/wp-content/uploads/2023/11/Section-3-Revised.png) ### **1. Teachers** Current AI models lack the empathy an effective teacher needs to guide students through a confusing problem or give constructive feedback on assignments. Every student requires a different teaching style, but today’s AI models have yet to match a human’s ability to relate to another. ### **2. Healthcare Workers** According to a [breast cancer study](https://insight.kellogg.northwestern.edu/article/will-ai-replace-doctors#:~:text=In%20some%20cases%2C%20such%20as%20the%20breast%2Dcancer%20study%2C%20doctors%20who%20were%20given%20guidance%20from%20AI%20made%20less%2Daccurate%20decisions%20than%20AI%20alone.), doctors could make more inaccurate decisions when AI guided them. The consequences of errors in the medical field are significant, so AI technologies still have a long way to go before they can accurately assess and diagnose patients. Healthcare workers also provide a level of empathy and positive patient experience that current AI tools cannot replicate. ### **3. Social Workers** Social workers regularly engage with people to establish the trust necessary to help or understand their situations, without judgment. It’s difficult for AI to relate to humans and vice versa. This means social workers won’t have to worry about automation replacement. ### **4. Lawyers** Lawyers and [paralegals](https://employtest.com/hrblog/essential-paralegal-skills-ultimate-guide-hiring-paralegals/) sift through legal documents, deeply study case information, and recall relevant laws or other cases. While these information-heavy processes are suitable for automation, the human component of the profession is something that AI has yet to fully replicate. That includes thinking critically, convincing juries, and building client relationships. ### **5. Writers and Editors** Nowadays, one can quickly generate tons of written content using AI writing tools. However, AI-produced writing often lacks the emotional depth only human authors can provide. Editors may also find part of their work open to automation, including checking for grammatical errors. However, humans are still necessary for creating cohesive and impactful content that connects with readers. ### **6. Managers** Leading a team is incredibly complex. Your managers and executives are responsible not only for delegating and overseeing daily operations but also for strategizing how the company will realize its larger goals. Plus, interpersonal skills are needed to motivate and inspire your staff, which are deeply nuanced and impossible to replicate with AI. ### **7. Repair Technician** It may still take a significant amount of time before AI can replace plumbers or car mechanics. These roles require physical coordination and soft skills to understand clients and discuss their problems. While AI can certainly suggest solutions or manage streams of incoming client concerns, it still won’t be able to match the physical labor only a human can provide. ## **5 Must-Have Skills in the Age of AI** AI is finding its way into your workflows in one form or another. That’s why it’s essential to continuously upskill your workforce so you can harness AI, regardless of position. Here are a few skills to look out for in job applicants if you need them to effectively work with AI. ![5 Must-Have Skills in the Age of AI](https://employtest.com/wp-content/uploads/2023/11/info2-Section-4.png) ### **1. Critical thinking and problem-solving** AI only does what it’s told, meaning the human behind it needs to understand the best way to use it. Critical thinking and problem-solving skills are necessary to know the ideal strategies when integrating AI into business models. Critical thinking also lets your team discern whether AI’s suggestions are accurate. As a hiring manager, assessing your employees’ capabilities ensures they have the qualities you need. A [skills assessment test](https://www.employtest.com/) during the hiring process can distinguish those who genuinely know their job from those who don’t. ### **2. People and project management** Remember, AI-powered software is a tool for workers to become more productive. Ideally, your potential employees can lead AI-powered teams to complete projects and continue providing value to customers and the business. ### **3. Intelligent user interface design** User interface design is about designing AI tools that are easy for people to use. Since AI is a highly complex technology, you might limit its potential if your employees don’t understand how to use it. It’s best to consider candidates who can design intelligent user interfaces. ### **4. Advanced programming** Your ideal candidates will need to understand coding languages such as Python, Java, and C++ to effectively influence AI models. These languages can program AI to achieve desired outcomes, whether it’s to reduce your company’s workflow or analyze data in your company’s databases. ### **5. Machine learning engineering** Engineers need to “teach” AI to become more effective. Machine learning engineering involves understanding how AI models work and then programming and optimizing them to make more accurate decisions. ## **Keeping a Human Touch to Your Workforce** Artificial intelligence makes tasks easier and quicker to accomplish. Employees can keep up with an AI-enabled workplace by sharpening their skill sets and developing new ones that AI can’t fully deliver. Meanwhile, managers like yourself can get a sense of your team’s capabilities, competency, and readiness for an AI-powered future. You can continuously train your staff to prevent them from becoming stagnant. How do you know if your employees’ skills have plateaued? Let EmployTest introduce you to the power of having professional skills tests available at your fingertips 24/7/365. Get started by requesting a [free sample test](https://employtest.com/pre-employment-test-sample/) today! --- ### [The Ultimate Guide to Hiring a Super Legal Secretary](https://employtest.com/hrblog/skills-you-should-look-for-when-hiring-a-legal-secretary/) **Published:** April 25, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### What is a Legal Secretary? A legal secretary is a specialized administrative professional who supports lawyers and legal teams. They handle tasks like managing documents, scheduling appointments, preparing legal papers, and communicating with clients. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Legal Skills Test](https://employtest.com/legal-skills-test-for-applicants/ "Legal Skills Test for Applicants") ### What Does a Legal Secretary Do? Legal secretaries provide vital administrative support in law offices and legal departments. Their key responsibilities include drafting legal documents, maintaining files, scheduling appointments, handling correspondence, billing clients, and ensuring deadlines are met. Are you a busy attorney or legal office practice manager searching for a legal secretary who can keep your workflow seamless, productivity high, and your practice thriving? Finding the perfect legal secretary can be very beneficial for your law firm, but the wrong one could be a costly disaster. Legal secretaries are different from paralegals. [Paralegals](https://www.americanbar.org/groups/paralegals/profession-information/current_aba_definition_of_legal_assistant_paralegal.html/) create documents and do research – legal secretaries do not. But secretaries still need to understand the basics of law. They keep the office organized and make sure lawyers have what they need, keeping them on track. So, how do you find the ideal legal secretary who will be the next superhero of your organization? ## What’s the Difference Between a Legal Secretary and a Paralegal? Before covering the finer details for identifying a top-notch legal secretary, let’s clarify the distinction between legal secretaries vs. paralegals. Legal secretaries handle secretarial and administrative duties and prepare legal documents without performing substantive legal work. On the other hand, paralegals, or legal assistants, work under a lawyer’s supervision to perform meaningful legal tasks, such as research and document creation. ## Skills You Should Look for When Hiring a Legal Secretary Legal secretaries are not just any administrative support professionals; they are a breed apart from paralegals or regular assistants. Understanding the essential legal secretary duties can guide you in identifying the right candidate. While paralegals deal with legal work under an attorney’s supervision, legal secretaries focus on secretarial duties and preparing legal documents using precise legal terminology. Use [paralegal skills assessment](https://employtest.com/paralegal-skills-assessment-test/) to validate legal terminology and document accuracy. Here’s a handy list of essential legal secretary skills and traits to look for when hiring one: ### 1. Outstanding Written Communication Skills In the legal world, precise language is paramount. Your legal secretary must possess exceptional written communication skills to ensure that every document leaving their desk is flawlessly crafted. Typos and formatting errors are unacceptable, so scrutinize their resume, cover letter, and any other correspondence for professionalism. For further insight, consider offering a[ spelling and grammar pre-employment test](https://employtest.com/grammar-tests/). ### 2. Top-Notch Organizational Skills To keep your law firm running like a well-oiled machine, you need a highly organized legal secretary. Someone who can juggle filing deadlines, manage schedules, and avoid conflicts. During the interview, ask [behavioral questions](https://employtest.com/personality-profile/) to gauge their problem-solving abilities and sense of responsibility. ### 3. Unwavering Confidentiality Trust and integrity are non-negotiable for legal secretaries. They handle sensitive information daily, so verify their trustworthiness through pre-hire testing, reference checks, and background searches. ### 4. Meticulous Attention to Detail In the legal realm, even the smallest mistake can lead to disastrous consequences. Look for candidates who prioritize [attention to detail ](https://employtest.com/attention-to-detail-test/)throughout the hiring process. ### 5. Knowledge of Billing and Bookkeeping While not accountants, legal secretaries should have fluency in billing and bookkeeping to ensure accurate logging of billable hours. Proficiency in spreadsheets and billing software is a plus. ### 6. Fluent in Legalese Your legal secretary must be comfortable with industry terminology and possess the ability to spell legal terms correctly. Fluency in the language is crucial for proofreading and ensuring appropriate context. A l[egal office skills test ](https://employtest.com/legal-office-skills-testing/)is a savvy tool for uncovering these skills. ### 7. Basic Research Ability Though not equivalent to paralegals, legal secretaries with research skills are highly sought-after. They can kickstart the research process or guide paralegals and attorneys in the right direction. ![Legal Secretaries Legal Secretary](https://employtest.com/wp-content/uploads/2024/04/Legal-secretaries-legal-secretary.jpg "Legal Secretaries Legal Secretary") ## The Search for the Perfect Legal Secretary When looking for the ideal legal secretary, it’s essential to create a list of must-have qualifications, experience, and skills. When sifting through resumes, look for qualifications like education and experience. Also, think about what personality traits matter for the job. The next step is thorough screening and [pre-employment testing](https://employtest.com/pre-employment-test-sample/) to make an informed decision. Whether you run a [solo legal practice or a large law firm](https://employtest.com/industries/legal/), this process will help you select the perfect candidate who will be a valuable asset to your organization. Testing helps make sure they have the skills needed to succeed as a legal secretary. The right tests can show if they are truly qualified for things like: - Keeping calendars and schedules - Organizing documents - Communicating professionally - Learning legal software - Handling confidential materials With the help of test feedback, it’s easier to pick a great legal secretary who has all the must-have skills to keep the office running smoothly. When you decide to hire a legal secretary, ensure that they meet all the essential criteria to avoid future complications. ### Hiring the Right Legal Secretary for Your Firm While a legal secretary seems like an easy hire, law firms need a superstar who can save the day! Treat the hiring process with the same level of focus you would when filling a highly specialized role. The right candidate can elevate your law firm to new heights, while the wrong one could hinder your success. ### Your Competitive Advantage Why leave your law firm’s future to chance when pre-employment testing can uncover extraordinary candidates? [Pre-employment skills assessments](https://employtest.com/tests/) help you recruit employees prepared to tackle organization, communication, and confidentiality successfully. Go beyond the resume to verify they have what it takes to triumph over tasks like billing, calendars, document perfection, and legalese fluency. No more guessing if a candidate can go the distance. Experience the [EmployTest](https://employtest.com/sign-in/) advantage – [book a consultation with our expert team!](https://calendly.com/employtest-sales/test-talk) ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** Administrative Skills Tests,Hiring Tips --- ### [Empowering HR Teams Through Skills Gap Analysis](https://employtest.com/hrblog/skills-gap-analysis-how-to/) **Published:** September 29, 2025 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes HR plays a key role in skills gap analysis by identifying shortages in current workforce capabilities versus the skills required for business goals. HR can conduct a skill gap assessment by mapping existing employee skills, pinpointing gaps, developing training plans, and implementing hiring strategies to bridge gaps through upskilling, reskilling, or recruiting skilled talent. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the HR Generalist Knowledge Test](https://employtest.com/hr-generalist-knowledge-test/ "HR Generalist Knowledge Test") How can HR professionals empower their companies to bridge talent gaps and help business owners overcome the divide to drive success? The answer lies in a skills gap analysis. As your company grows, the skills needed to move your business forward will change. To stay competitive, businesses need workers who can adapt to new challenges. A[ **2023 Wiley survey**](https://www.businesswire.com/news/home/20230124005054/en/Skills-Gap-Rapidly-Widening-According-to-New-Wiley-Survey#:~:text=Wiley's%20research%20suggests%20companies%20are,a%20similar%20survey%20in%202021.) reveals that 69% of HR professionals in the US say their companies have a skills gap, up from 55% in 2021. ### **What is a Skills Gap Analysis?** A skills gap analysis is a strategic process that helps companies evaluate the capabilities of their current employees. It helps identify areas where it’s necessary for skills to be developed or improved. It also involves gauging the skills your organization and workforce require to grow. For example, if a company has recently implemented a new customer relationship management (CRM) system and realizes that its workforce lacks the skills to use the system effectively. According to a recent report by Adecco**,** [**92% of corporate executives**](https://www.adecco.com/en-us/employers/resources/article/skills-gap-in-the-american-workforce) believe that employees aren’t as skilled as they need to be. This highlights the need for companies to prioritize workforce development in addition to pre-screening applicants for proficiency in the skills needed for the job. ## **3 Benefits of Conducting an Employee Skill Gap Analysis** Regardless of the size of your company, conducting a talent gap analysis can provide your HR team with a roadmap to enhance employee professional development and several other benefits. #### ****1. Informed Hiring and Improved Retention**** A workforce gap analysis can help HR teams make [**informed hiring decisions**](https://employtest.com/hrblog/quality-of-hire-metrics/) by identifying the required skills for each role. Additionally, by addressing skills gaps and investing in employee development, you can increase employee retention by demonstrating your commitment to their growth and professional advancement. #### ****2. Future-Proofing Your Workforce**** The business landscape is constantly changing. New technologies and trends emerge rapidly. Regular skills gap analyses allow your HR team to anticipate future skills requirements and proactively equip your employees with the needed skills to adapt to changes. #### ****3. Gain A Competitive Advantage**** Companies that can effectively identify and close employee skills gaps will have an advantage over those that don’t. Investing in professional development creates a highly skilled workforce that drives innovation and growth. ## **How HR Teams Can Conduct a Talent Gap Analysis** Conducting a talent gap analysis doesn’t have to be difficult for HR teams. With the right resources and partners, you can identify areas where employees need improvement and take steps to address those gaps. #### **Understand Current and Future Workforce Trends** Stay ahead of the curve by understanding the current and future trends in your industry. This knowledge will help you identify the emerging skills required to stay competitive and align your employees’ and new applicants’ skill sets accordingly. #### **Determine the Skills Necessary for Business Goals** Clearly define the skills needed for employees to be successful in their roles and complete tasks effectively. Consider the expanding needs of your company and [**identify the specific talents that will drive future success in each department and position.**](https://www.forbes.com/sites/johnhall/2023/02/24/why-upskilling-and-reskilling-are-essential-in-2023/?sh=458878ff4088) #### **Measure Your Current Skills** To conduct a complete workforce skills gap analysis, begin by measuring the current skills within your organization. Here are some effective methods or skills gap analysis examples: - **Employee Surveys:** Gather feedback directly from your employees to understand how they view their own skills, identify areas of improvement, and determine which skills they believe are critical for conducting their job effectively. - **Performance Reviews:** Assess employee performance and identify areas of strength and areas that need further development. Performance reviews provide valuable insights into each of their individual unique capabilities. - **Key Performance Indicators (KPIs):** Analyze performance metrics to determine whether employees are meeting established benchmarks. This can help pinpoint specific areas where skills may be lacking, as well as where employees already excel. - **360-Degree Reviews:** Involve multiple perspectives in the evaluation process by gathering feedback from colleagues and supervisors. This holistic view provides a well-rounded assessment of your employees’ skills. - **Management Assessments:** Evaluate the leadership skills of managers within your organization. Strong management is essential for guiding and developing the skills of the entire workforce. - **Skills Tests:** Measure skills using assessments designed by industrial-organizational psychologists. #### **Close the Skills Gap** After your HR team has identified the skills gaps within your company, it’s time to take action. There are several approaches you can take to bridge the gap: - **Upskilling Your Current Employees:** Invest in training and development programs to enhance the skills of your existing workforce. This is not only a great way to fill the gaps, but also boost employee engagement and commitment to their job. In a recent study, companies that provided further education for their employees saw a [**15% increase in engagement and a 34% increase in retention.**](https://www.umassglobal.edu/news-and-events/blog/employee-education-benefits#:~:text=A%20recent%20survey%20of%20more%20than%202%2C000%20employees,rates%20than%20those%20that%20don%E2%80%99t%20offer%20similar%20opportunities.) - **Hiring New Employees:** Recruit candidates who demonstrate the skills needed to fill the gaps. By strategically testing talent during the interviewing phase, you can enhance your workforce capabilities and bring in fresh insights. - **Outsourcing:** Consider outsourcing certain tasks or projects to specialized external partners. This allows you to tap into their expertise without the need for immediate in-house skill development. - **Monitor the Results:** A skills gap analysis should be an ongoing process. Continuously monitor and reassess your workforce to ensure that your talent aligns with your evolving business needs. Regularly update your analysis and adjust your strategies as required. ### **Bridging the Gap for a Thriving Workforce** By conducting a skills gap analysis, HR Teams can help the company make data-driven decisions. Maximize the potential of employees through testing, upskilling, targeted hiring, and development strategies that will increase productivity, efficiency, [**and ultimately, your bottom line.**](https://www3.weforum.org/docs/WEF_Upskilling_for_Shared_Prosperity_2021.pdf) Select an organization that specializes in providing the skill gap analysis tools and resources you need. [**Skills assessment tests and pre-employment tests**](https://www.employtest.com/tests/) help you evaluate candidate capabilities, saving you time and resources in the hiring process. By using a best-in-class platform, test library, and expertise, you can confidently build a workforce of skilled employees. Take the first step toward closing the skills gap within your organization [**and reach out to our team.**](https://www.employtest.com/contact-us/) Together, we can empower your HR Team to build a future where the company achieves its goals through the power of a skilled and motivated workforce. **Blog Categories:** Hiring Tips --- ### [6 Excel Formulas Every Hire Should Know (And Excel FAQs)](https://employtest.com/hrblog/excel-formulas-every-hire-should-know-and-excel-faqs/) **Published:** February 28, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell ### What are the 7 basic Excel formulas? The 7 essential Excel formulas are SUM, AVERAGE, COUNT, MAX, MIN, IF, and VLOOKUP. SUM adds values, AVERAGE finds the mean, and COUNT tallies cells. MAX/MIN return highest/lowest values. IF performs logical tests. VLOOKUP retrieves data across worksheets. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Online Excel Skills Test](https://employtest.com/excel-assessment-test-for-applicants/ "Excel Assessment Test for Applicants") Excel is a key tool for most office staff these days. Mastering key functions in every role, from marketing to HR and finance, speeds up work rhythm and maximizes productivity. As a hiring manager, you seek the perfect candidate with a solid grasp of [admin and clerical skills](https://employtest.com/hrblog/must-have-clerical-skills/) like Excel’s essentials. After all, it’s not just about the simple Excel tasks, such as how to remove duplicates in Excel; it’s about efficiency and organization. Candidates, regardless of their role, should have essential Excel skills to contribute immediate value to your company, avoiding the need for additional training. Hiring for spreadsheet-heavy roles? Add an [Excel assessment test for applicants](https://employtest.com/excel-assessment-test-for-applicants/) to validate real-world proficiency. This guide discusses the must-know Microsoft Excel formulas that transcend job titles, and more! ## **6 Excel Formulas and Functions Employees Must Know** ![](https://employtest.com/wp-content/uploads/2024/02/image.jpeg) From knowing how to separate names in Excel to creating a drop-down list in Excel, you can ensure the right hire and add value to your expanding company with these essential Excel formulas. ### **1. CONCAT()/CONCATENATE** For roles involving general admin and clerical work, competence with CONCAT() empowers potential candidates to efficiently organize and present information, enhancing tasks like data entry and report creation. Whether compiling names, addresses, or other details, knowing CONCATENATE streamlines administrative processes. Candidates showing this skill exhibit attention to detail, contributing to a more organized and effective workflow. This proficiency adds value across admin and clerical roles by showcasing their ability to cohesively handle data and enhance overall workplace efficiency. ### **2. VLOOKUP** Knowing how to use VLOOKUP in Excel is another essential skill for admin and clerical roles. For instance, candidates can expedite customer service responses by efficiently using VLOOKUP to cross-reference and extract client details from a vast database. In financial roles, VLOOKUP aids in retrieving and validating transaction data. Mastering this formula allows seamless integration into diverse work scenarios, enhancing data accuracy and efficiency. Candidates with this skill are valuable assets in roles requiring precise information retrieval and management. ### **3. SUMIFS** Candidates proficient in Excel’s SUMIFS function, a valuable accounting skill, enhance operational efficiency within a company. This function allows them to aggregate and analyze data based on multiple criteria, providing insightful financial information. For example, in an accounting role, a candidate might use SUMIFS to efficiently calculate total expenses for specific categories or departments, aiding in budgeting and cost analysis. Also, strategic decision-making in sales can benefit from using SUMIFS to track revenues from different regions or product lines. By highlighting SUMIFS as an [accounting skill](https://employtest.com/hrblog/accounting-skills-to-look-for/), candidates showcase their ability to enhance overall operational efficiency by providing accurate data and contributing to streamlined financial reporting. ### **4. COUNT** Candidates who are adept in Excel’s COUNT function provide valuable insights by accurately counting numeric values or meeting specific criteria. In inventory management, this function helps determine stock quantity and track items sold, enabling effective planning and minimizing stock-related risks. In customer service, candidates use COUNT to track the number of customer inquiries or complaints received, identifying areas for improvement. The COUNT function streamlines company processes, from inventory management to customer service, improving data accuracy and informing decision-making. Competent candidates enhance overall operational efficiency and effectiveness using this function. ### **5. MAX and MIN** The MAX and MIN functions in Excel enable candidates to quickly identify the highest (MAX) and lowest (MIN) values within a dataset, providing valuable insights for making recommendations. In sales analysis, candidates can help management find top-performing products or regions by swiftly using the MAX function to identify the highest sales figures within a specific period. Similarly, the MIN function can locate the lowest sales figures, highlighting potential areas for improvement. Overall, candidates proficient in the MAX and MIN functions enhance the company’s ability to make data-driven decisions, optimize resource allocation, and improve operational efficiency. ### **6. AVERAGE** The AVERAGE function provides a key metric for decision-making by calculating the average of a range of values. Proficiency in this function shows recruiters and hiring managers that the candidate has a valuable skill for positions like sales and project management. For sales positions, candidates can use this function to assess average monthly or quarterly sales performance, helping with forecasting and setting realistic targets. In project management, the AVERAGE function helps evaluate the average completion time for tasks, facilitating better project planning and resource allocation. ## **Excel Interview Questions to Know** Here are sample interview questions to help gauge a candidate’s Excel skills: 1. On a scale of 1-10, how would you rate your Excel proficiency, and can you provide examples of how you’ve used the platform in your previous roles? 2. What Excel skills (creating charts, sorting data, conditional formatting, etc.) do you believe are essential for this position? Why? 3. Walk me through a project or task where you used those Excel skills to solve a work problem. 4. How do you personally assess the accuracy of your data sheets or calculations? 5. How do you stay updated on new Excel features and integrate them into your workflow? 6. Can you provide examples of how your Excel skills have contributed to improving efficiency or productivity, either in your personal process or the company’s? While these questions are great in initially assessing a candidate’s Excel proficiency, expecting accurate verbal answers for specific Excel tasks would be challenging. *It’s not recommended to directly ask them how to make a pivot table in Excel, as verbal explanations may not fully reflect their abilities.* A [Microsoft Excel skills test](https://employtest.com/excel-tests-job-applicants/) simulating the program provides a more precise evaluation of a candidate’s practical skills in real-world scenarios. Candidates may find a hands-on assessment more comfortable than hypothetical explanations. ## **Unlock Excel-lence with Excel Skill Testing for Employment** Excel proficiency is a “must-have” for recruiters who need candidates capable of effectively managing data. With applicants taking practical tests, you ensure the selection of individuals with the necessary capabilities for their roles. EmployTest offers [pre-employment assessment tests](https://employtest.com/) like the [Microsoft Office Skill Assessment](https://employtest.com/microsoft-office-skills-test/) for a reliable measure of candidates’ proficiency in real-world Excel tasks. Even though [AI abilities](https://employtest.com/hrblog/jobs-ai-will-replace-and-create/) will be increasingly part of many company operations, Excel will continue to be a key business tool for numerous jobs. Using [Excel testing for employment](https://employtest.com/excel-tests-job-applicants/) can help you streamline candidate assessments and hiring processes. They help in building high-performing teams that leverage both human expertise and technology for overall organizational growth and success. Take a [free sample test](https://employtest.com/pre-employment-test-sample/) and learn how it can help spot skilled applicants who can take your company to the next level! ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** excel test, excel test,pre-employment testing --- ### [How to use an Online Excel Test for Hiring](https://employtest.com/hrblog/online-excel-test-hiring/) **Published:** October 10, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **Is there an Online Excel Test that can be used for hiring?** Online Excel test evaluates candidates’ spreadsheet skills for data analysis, formula creation, and advanced functions. Employers use these tests in their hiring process to ensure potential employees have the necessary technical skills for admin support, data management, and analysis roles. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Online Excel Skills Test](https://employtest.com/excel-assessment-test-for-applicants/ "Excel Assessment Test for Applicants") Despite the increase in various data analytics tools, Microsoft Excel is still the go-to spreadsheet software for businesses across industries. From making sense of customer data to planning projects, Excel helps get things done faster. [Research shows that spreadsheet skills](https://blog.coursera.org/top-skill-alert-open-doors-with-spreadsheets/) are among the most commonly sought technical skills in job listings across all career areas and occupations. But how can you tell if someone *really* knows Excel? Many job applicants write “proficient in Microsoft Excel” on their resumes, but they only know the basics, such as data entry and simple formulas. After all, [job seekers wouldn’t lie about their skills](https://www.forbes.com/sites/bryanrobinson/2023/11/05/70-of-workers-lie-on-resumes-new-study-shows/), right? This disconnect between skills claimed and actual abilities can lead to bad hires, costing your organization time, money, and productivity. That’s where online Excel tests come in handy. These [pre-employment tests](http://employtest.com/tests) separate the spreadsheet wizards from the wannabes. ![Employee taking an Online Excel Test](https://employtest.com/wp-content/uploads/2024/10/online-excel-test-1.jpg)## **The Benefits of Using an Online Excel Test in Hiring** Using the right online Excel test as part of your pre-employment screening can help your organization overcome many hiring challenges. Here are just a few of the key advantages: #### **Objective Evaluation of Excel Skills** [Microsoft Excel tests](https://employtest.com/excel-tests-job-applicants/) provide an unbiased, data-driven assessment of candidates’ abilities across various Excel features and functions. The assessments go beyond simple multiple-choice questions, requiring participants to demonstrate their skills by completing practical, hands-on tasks. This allows you to gain a clear, comprehensive understanding of each applicant’s true Excel proficiency. #### **Hire Faster and Smarter** No more wasting time on people who can’t handle the job. Using an online Excel test helps you spot the most skilled candidates quickly. It’s like having a superpower that lets you see through resumes and find the hidden gems with real Excel skills. #### **Consistent Benchmarking** When you use the same validated online Excel test for all your candidates, you can ensure a standardized, apples-to-apples comparison of their skills. Your company can make more informed hiring decisions and build high-performing teams, all backed by test score data. #### **Save Time and Money in Onboarding and Training** Hire people who already know Excel, and you won’t have to spend as much on training them. They’ll be productive when hired, saving your company time, money, and resources. **How Can an Online Excel Test Be Used for Hiring? (Video)** ### **Choosing the Right Online Excel Test for Your Needs** With so many Excel assessment options available, how do you know which one is the best fit for your organization? Here are a few factors to consider: - **Test Customization:** Look for online Excel tests that can be tailored to your specific job requirements and industry needs. With a [custom test feature](https://employtest.com/custom-pre-employment-tests/), you can be sure the assessment accurately evaluates the most relevant skills for your open positions. - **Depth of Testing:** Comprehensive Excel tests covering a wide range of functions and features – from basic data manipulation to advanced pivot table creation – will give you a deeper understanding of each candidate’s capabilities. - **Validated Assessments:** Make sure the test is proven to work and gives accurate results. Look for tests that have been validated and are backed by research. You don’t want to base your hiring decisions on a free online test that doesn’t measure what it’s supposed to. - **Equality and Diversity**: In choosing the right online Excel test for your company, ensure that it complies with the standards set by the Equal Employment Opportunity Commission (EEOC) and the US Department of Labor. These guidelines are in place to protect against any form of discrimination and ensure equal opportunities for all candidates. ![A quote from Matt who is the head of IT operations saying EmployTest is the best candidate assessment system](https://employtest.com/wp-content/uploads/2025/01/Green-Modern-Testimonial-LinkedIn-Post-1.jpg) ### **Integrating Online Excel Tests into a Broader Hiring Strategy** An online Excel test is a powerful tool to identify skilled candidates, but it shouldn’t be viewed as a standalone solution. Remember, these tests are just one part of the puzzle. To gain a well-rounded understanding of the candidate’s qualifications, pair the assessment results with other [pre-employment screening tools](https://employtest.com/tests/). For example, you might use online Excel tests with other pre-employment assessments, such as [cognitive ability tests](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/), [behavioral interviews, ](https://employtest.com/hrblog/behavioral-assessment-101/)and[ reference checks](https://employtest.com/hrblog/reference-check-questions/). Excel skills are important, but they’re not the only thing that matters when hiring. Look for candidates who are a good fit for your company culture and have the potential to grow and develop. ### **Validated Tests vs. Free Online Excel Test Alternatives** When it comes to Excel testing, you may be tempted to turn to free options available online. However, these free tests often lack the depth, customization, and validation that comes with professional, industry-vetted assessments. Validated online Excel tests are developed by subject-matter experts and backed by rigorous statistical analysis. This ensures the assessments accurately measure real-world Excel skills and provide reliable, actionable data to support your hiring decisions. In contrast, free online Excel tests may be multiple choice, use outdated content, and lack the robust psychometric data necessary for making high-stakes employment decisions. Relying on these assessments could lead to poor hiring choices and expose your organization to unnecessary risks. ### **Excel in Hiring with Excel Tests** Hiring is an investment, and screening candidates for strong Excel skills is a smart move. Your data (and your sanity) will thank you! Don’t let a lack of Excel skills hold your company back. Invest in the right people and watch your business thrive. So, don’t settle for less. Use online Excel tests to find the best and brightest and set your company up for success. Start simplifying your hiring today–[ request a demo of our advanced Excel testing platform](https://calendly.com/employtest-sales/test-talk)! --- ### [How to Use Cognitive Aptitude Tests in Your Hiring Process](https://employtest.com/hrblog/how-to-use-cognitive-aptitude-test-in-your-hiring-process/) **Published:** January 17, 2025 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes Ever seen someone thrive in total chaos—like juggling customer orders at warp speed or untangling a last-minute project mess? It’s not just experience or luck; it’s their ability to think fast, solve problems, and adapt. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore The Cognitive Ability Test](https://employtest.com/cognitive-ability-test-for-applicants/ "Explore The Cognitive Ability Test") And here’s the kicker: that same **cognitive ability** is critical for every job, whether you’re on the front lines or in the corner office. The challenge? Spotting it early in the hiring process. One proven solution is adding a cognitive aptitude test to your hiring process. One proven solution is adding a cognitive aptitude test to your hiring process. These tests cut through the noise and show you who’s got the raw potential to excel, no matter the role. In this guide, we’ll explore everything you need to know about cognitive aptitude tests: what they are, why they matter, and how you can use them to make smarter, more informed hiring decisions. ### **What Are Cognitive Aptitude Tests?** [Cognitive aptitude tests](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/ "Cognitive Ability Test for Applicants") assess a candidate’s general mental capacity, including their ability to learn quickly, adapt to new situations, and solve problems. Unlike tests that measure acquired knowledge or specific skills, aptitude tests evaluate raw potential. But why should this matter to you? [Studies have consistently shown](https://www.researchgate.net/publication/309203898_The_Validity_and_Utility_of_Selection_Methods_in_Personnel_Psychology_Practical_and_Theoretical_Implications_of_100_Years_of_Research_Findings) that cognitive aptitude is one of the most accurate predictors of job performance across all industries and job levels. Whether you’re hiring for an entry-level position or an executive role, the ability to think critically and adapt to challenges is universally valuable. ## **What do Cognitive Aptitude Tests Measure?** Cognitive aptitude tests can help HR managers assess candidates’ potential beyond just skills and resumes–the same old same of old hiring processes. #### **Critical Thinking** Critical thinking is like the superstar skill of the workplace—it involves evaluating information and making reasoned decisions. Cognitive aptitude tests assess this through questions that test an individual’s ability to analyze, understand, and problem-solve. Why is critical thinking so crucial? It’s simple—it’s about making good decisions. A candidate with critical thinking skills can assess situations from various angles and propose practical and effective solutions. ***Did you know? Studies confirm that critical thinking and problem-solving are among the*** [***most highly valued skills*** ](https://www.amanet.org/articles/ama-critical-skills-survey-workers-need-higher-level-skills-to-succeed-in-the-21st-century/)***employers seek in candidates.*** #### **Problem-Solving Skills** Think about this: how often do employees have to solve problems on any given day? From addressing customer complaints to optimizing workflows, problem-solving skills are vital. Cognitive aptitude tests usually include a section dedicated to solving various problems. These might involve logical reasoning questions, spatial reasoning skills, or numerical reasoning. They measure how quickly and accurately a candidate can determine the right solution. Hiring a candidate with high problem-solving abilities might mean fewer hiccups and faster resolutions. This translates into efficiency—saving time, money, and stress for the whole team. #### **Workplace Reasoning** Workplace reasoning is like a mini-simulation of the daily grind. Candidates face real-ish job scenarios that blend numbers, words, and logic into one glorious challenge. See how they’ll handle the tough stuff before you hand over the keys to the kingdom. #### **Learning Potential** Can they learn new tricks fast? If not, you could be investing in a dinosaur while your industry evolves overnight. A great hire isn’t just about what they know—it’s about how fast they can grow. With cognitive ability tests, you’ll get insights into how quickly candidates adapt to new processes, skills, and challenges. ![Cognitive Aptitude Test](https://employtest.com/wp-content/uploads/2025/01/Cognitive-aptitude-test-1024x585.webp)### **The Business Case for Cognitive Aptitude Test**ing Okay, so cognitive aptitude is important – but is testing really necessary? Can’t you just rely on resumes, interviews, and references to identify top talent? Here’s how cognitive aptitude tests can improve your hiring process: #### **Objectivity** Cognitive Aptitude tests provide a standardized, unbiased way to compare candidates based on their actual abilities. #### **Efficiency** In fast-paced hiring scenarios, every moment counts! A cognitive aptitude test helps you quickly spot candidates with the essential problem-solving and critical-thinking skills needed for the role. This way, you can direct your attention to the most promising applicants and make the best choices! #### **Insight into Trainability** Since aptitude predicts the ability to learn new skills, cognitive aptitude tests can tell you not just whether a candidate is qualified now, but whether they have the potential to grow into the role. #### **Increased Workforce Diversity** When used properly as part of a comprehensive hiring process, aptitude tests can actually increase workforce diversity and reduce the risk of discrimination lawsuits. ## **How to Use Cognitive Aptitude Test in Your Hiring Process Like a Pro** Ready to include cognitive aptitude tests in your hiring process? Follow these steps to ensure a smooth and effective implementation: #### **Step 1: Choose the Right Test** Not all cognitive aptitude tests are created equal. Choosing an assessment that aligns with the skills required for the role you’re hiring for is crucial. For example: - [**Numerical aptitude**](https://employtest.com/math-assessment-test-pre-employment/) tests are ideal for finance, engineering, or data-related positions. - **Verbal reasoning** tests work well for roles that involve communication or language-based tasks. - **Combination** tests, with both numerical and verbal, are perfect as a general predictor for a wide range of roles. Research test providers to find one that fits your organization’s needs. Ensure the test is scientifically validated and user-friendly for both candidates and hiring teams. #### **Step 2: Add the Test to Your Workflow** Decide when to administer the test within your hiring process. Common options include: - **Pre-screening stage:** Use the test to narrow down your applicant pool before interviews. - **Post-interview stage:** Combine test results with other evaluation criteria to make a final decision. Testing platforms like [EmployTest](https://employtest.com/) simplify the process of sending assessments to candidates and reviewing results. #### **Step 3: Communicate Clearly with Candidates** Be upfront with candidates about why you’re using the test. Transparency helps build trust and ensures candidates understand the value of the assessment. For example, you might say: “This test helps us evaluate key skills like problem-solving and learning ability, which are critical for success in this role.” #### **Step 4: Combine Results with Other Insights** While cognitive aptitude tests are powerful, they should not be your sole decision-making tool. Use the results alongside other factors, such as: - Interview performance - Job-specific skills assessments - Team and cultural fit evaluations #### **Step 5: Use Results to Make Data-Driven Decisions** Analyze test scores to identify candidates most closely aligned with the role’s requirements. Focus on areas of strength that are particularly relevant to the position. ## **Frequently Asked Questions about Cognitive Tests** #### **Will Cognitive Aptitude Test Replace the Human Touch?** Nope, never. Cognitive aptitude tests are designed to complement—not replace—interviews and other evaluation methods. They provide additional data to help you make more informed decisions. #### **What If a Candidate Scores Poorly?** A low score doesn’t automatically disqualify a candidate. Use test results as one piece of the puzzle, alongside other factors like experience and evaluation of workplace behaviors. #### **Are These Cognitive Aptitude Tests Fair?** Yes, when properly designed and administered, cognitive aptitude tests are among the fairest hiring tools available. They evaluate potential without bias related to age, gender, or educational background. #### **Why should I use paid tests instead of a free cognitive aptitude test?** Free tests might seem appealing, but they often lack scientific validation for hiring, consistent scoring, and customization for specific roles. Paid tests, on the other hand, are rigorously tested for accuracy and reliability for hiring processes. ### **Wrapping It Up** When you use cognitive aptitude tests, you gain a powerful edge in the search for top talent. You’re no longer guessing whether a candidate can handle tough tasks or adapt to your fast-paced environment. Instead, you rely on clear, measurable insights into their ability to learn, think critically, and solve problems. These tests won’t replace interviews or gut instincts, but they will sharpen your focus and help you zero in on candidates with real potential. It’s time to stop rolling the dice on your next hire. Start using cognitive aptitude tests now, and you’ll discover how simple it is to spot future stars before they even join your team. Ready to see the difference data-driven hiring can make? Check out our [test list](https://employtest.com/tests/) to learn more about our other assessments, or [request a demo today](https://calendly.com/employtest-sales/test-talk). Your hiring process (and your bottom line) will thank you. --- ### [3 out-of-the-box interview questions being asked in today's job market](https://employtest.com/hrblog/3-out-of-the-box-interview-questions-being-asked-in-todays-job-market/) **Published:** September 2, 2025 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![These creative interview questions are as helpful as they are challenging. ](https://pictures.contentlead.com/These-creative-interview-questions-are-as-helpful-as-they-are-challenging-_16000902_40036326_1_14129223_500.jpg) These creative interview questions are as helpful as they are challenging. Quirky interviews are all the rage today – and with articles circulating about the outrageous brain teasers companies like [Facebook](https://time.com/4066729/facebook-interview-questions/) and [Google ](https://www.businessinsider.com/15-google-interview-questions-that-used-to-make-geniuses-feel-dumb-2012-11)use in their recruiting process, organizations may feel like they need to get creative just to keep up. However, it’s rare for hiring managers to actually get valuable insight from questions that are completely out of left field. After all, what’s the point of asking a question whose answer you hardly understand yourself? [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the General Skills Test](https://employtest.com/general-skills-assessment-for-applicants/ "General Skills Assessment for Applicants") At the same time, interviewers who come to the table with the same drab, predictable questions as every other company are likely to hear only canned responses, completely missing out on an opportunity to see what makes their candidate tick. In this post, we’ll offer a few interview questions as examples of what is being asked of applicants. **“I’m not sure you’re a fit for the role…”** This question (or comment) comes by way of Mitchell Harper, Co-CEO of Bigcommerce. Whether they have legitimate cause for concern or not, voicing a few doubts in the interview is a great way for hiring managers to [see how candidates respond to being told “no,”](https://www.inc.com/suzanne-lucas/11-interview-questions-you-wouldnt-think-to-ask-but-should.html) Harper explained to *Inc*. This approach is ideal for sales associates or executives with big personalities who will have to fight to implement change in your organization. Employers have to keep in mind that less confident candidates may not respond well to this strategy, however, especially in situations where working through the word “no” won’t be an essential part of their job. Used in the right context, however, a candidate’s response to this comment could say a lot about how he or she handles adversity. ![The most successful job interviews inspire candidates to think critically and creatively. ](https://pictures.contentlead.com/x_0_0_0_14114593_800.jpg)The most successful job interviews inspire candidates to think critically and creatively. **“If you were a pizza delivery man, how would you benefit from scissors?”** According to Entrepreneur, [Apple uses this thought process question](https://www.entrepreneur.com/article/230931) to evaluate its Specialist candidates. While similar to infamous problem-solving queries like, “How many golf balls would fit in a school bus?” this question does not depend at all on details about pizza or scissors – it simply gives interviewers a chance to gauge how the candidate approaches problems. Plus, it allows job seekers a chance to be creative and show their personality. **“How does the internet work?”** Companies hiring for a number of technical and non-technical roles have used this question not to measure candidates detailed understanding of the web, but to evaluate their communication skills. Because the internet is such a colossal concept, it would be impossible for someone to capture every detail in a succinct answer, so employers look for interviewees’ ability to stick to key facts and avoid overly technical jargon. Remember, one acceptable approach is to only ask questions that are directly related to the applicant’s ability to perform the job well. You can also interview candidates in a group setting alongside your co-workers. That way you can help each other avoid potential biases. Another way to mitigate this risk is to pair behavioral interview questions with a [pre-employment test](https://employtest.com/). These assessments measure applicants’ tangible skills, making sure their technical weaknesses aren’t masked by clever answers to these more flexible interview questions. [Contact EmployTest today](https://employtest.com/contact-us/) to learn more about how our [skills tests](https://employtest.com/tests/) can help you hire smarter at your company! **Blog Categories:** Hiring Tips --- ### [Reducing Recruitment Bias When Hiring Someone You Know](https://employtest.com/hrblog/reducing-recruitment-bias/) **Published:** February 3, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### What is the Recruitment Bias? Recruitment bias is the tendency to favor or disfavor certain candidates unfairly based on subjective traits like personal relationships instead of objective job qualifications. When hiring someone you know, unconscious biases around familiarity, affinity, and assumptions can cloud impartial evaluation of skills and fit. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Adaptability Test](https://employtest.com/adaptability-assessment-test-for-applicants/ "Adaptability Assessment Test for Applicants") When you spot a resume from your college friend or a past coworker, it’s difficult not to get excited. After all, you already know their strengths, work ethic, and even their favorite coffee order. What could go wrong? Plenty, as it turns out. While familiarity can feel like a shortcut to hiring success, it can also open the door to unconscious bias and poor decision-making. Hiring should always be about finding the best fit, not simply helping out friends. Fortunately, you can use hiring best practices that prevent unconscious recruitment bias. ## How Familiarity Can Cause Unconscious Bias in Hiring Cognitive biases can significantly impact the candidate selection process, [**as admitted by 48% of HR managers.**](https://www.zippia.com/employer/hiring-bias-statistics/) These biases can happen when evaluating applications from close friends or previous colleagues, compromising the objectivity of the decision-making process. - **Similarity bias** happens when you overvalue common ground, leading to inflated cultural fit recommendations based on rapport, rather than skills. This bias surfaces because we tend to favor people who are similar to us. However, this can lead to overlooking the skills and qualifications of other candidates who may be more qualified for the role. A number of [**surveys**](https://www.abc.net.au/everyday/hiring-mini-mes-what-bosses-need-to-know-about-similarity-bias/10883076) report that similarity bias is a significant factor in 78% of recruitment decisions. - **Confirmation bias** occurs when you prioritize qualifications that align with your existing opinions. For instance, when considering a friend or past coworker, you may only focus on their strengths and overlook their weaknesses, leading to biased decisions when hiring. - **Risk reduction bias** is the tendency to avoid taking risks. This can lead us to bypass vetting and assume competence in candidates who are familiar to us. - [**Nepotism**](https://www.business.com/articles/prevent-workplace-nepotism/) is the practice of favoring relatives in hiring decisions. This bias can occur even when the relatives are not qualified for the role. ### The Risks of Mixing Personal and Professional Relationships #### **Blurred Boundaries** Mixing personal and professional relationships can make it challenging to maintain clear boundaries. When friends become employees, it can be difficult to separate personal matters from work-related issues, which can lead to conflicts and tension. #### **Limited Feedback** Telling a friend you’ve hired that they’re not meeting expectations or behaving inappropriately can be uncomfortable. It’s challenging for employers or HR managers to remain unbiased when addressing problem behavior in someone they care about. #### **Unprofessional Behavior** When friends or family members are hired, they may feel a sense of entitlement or special treatment. Unfortunately, this behavior can lead to unprofessionalism and a lack of respect for authority. Ultimately, this can have a negative impact on team dynamics and discipline in the workplace. ### How Does Unconscious Bias Show Up in Recruiting? Other Ways Here are some other examples of recruitment bias that can unconsciously creep into the recruitment process. - **Halo/Horns Effect** – Allowing one positive (halo) or negative (horns) piece of information about a candidate to influence your overall perception of them. For example, attending a prestigious university could create a “halo” bias toward them. - **Beauty Bias** – Study after study shows that physical attractiveness can positively influence hiring decisions, regardless of qualifications. - **Contrast Effect –** When decision-makers evaluate candidates in sequence, they are more likely to be swayed by the performance of the candidates interviewed most recently. - **Name Bias** – Unconsciously judging candidates based on subtle cues from their name, which can signal gender, ethnicity, social status, etc. - **Ageism** – Unfairly discounting or stereotyping candidates based on their perceived age, whether too young or too old. The bottom line? We all have unconscious biases. Recognizing them is the first step to smarter, fairer hiring that focuses solely on a candidate’s future potential value to the company. ## **How to Minimize Unconscious Bias During Recruitment Bias** ![Can You Reduce Recruitment Bias When You Hire a Friend ](https://employtest.com/wp-content/uploads/2016/06/Can-You-Reduce-Recruitment-Bias-When-You-Hire-Someone-You-Know_-300x200.jpg)Maintaining impartiality during the hiring process can be challenging when candidates have personal connections to the hiring team. To address this, it’s important to establish hiring best practices that evaluate all applicants consistently and minimize the influence of biases. Here are some effective strategies to reduce recruitment bias when hiring someone you know: #### **1. Implement Blind Resume Reviews** Remove personally identifiable details from resumes, such as names, addresses, and gender, to prevent assumptions based on affinity or personal connections. This allows for a more objective assessment of the candidate’s qualifications and skills. #### **2. Incorporate Skills Testing** Use [**pre-employment tests**](https://employtest.com/tests/) to evaluate the candidate’s skills required for success in the job. These assessments serve as objective measures of a candidate’s talents and abilities, helping to identify the most suitable candidate based on merit rather than relying on personal relationships. #### **3. Conduct Panel Interviews** When interviewing someone you know, have someone else in the room or let someone else conduct the interview. Afterward, use clear scoring criteria that are benchmarked across all applicants to reduce individual biases and ensure an objective evaluation. This way, you can avoid personal biases, and others won’t question your decision if you end up hiring your friend. #### **4. Focus on Merit-Centric Data Points** When hiring, focus on job-related factors like skills, experience, and cultural fit instead of personal connections. This will limit the impact of the personal relationship with anyone involved in the hiring process. #### **5. Be Mindful of Unconscious Bias** Recognize unconscious biases that may influence your decisions. Educate yourself about common biases and actively work to counteract them. Remain open to considering candidates from diverse backgrounds and experiences, even if they don’t fit the traditional mold. #### **6. Document the Hiring Process** Maintain detailed records of the selection process, including the criteria used for evaluation and the reasons behind hiring decisions. This documentation helps to ensure transparency and accountability and can be valuable in addressing any future claims of bias or discrimination. If you want to hire the best candidates, focus on fairness and objectivity during the recruitment process. This will help you reduce bias and promote diversity, leading to better quality hires and overall success for your company. ## **Using Pre-Employment Tests to Avoid Bias When Hiring Someone You Know** Pre-employment testing is a valuable tool that you can use to reduce recruitment bias and ensure a fair and objective [hiring process](https://employtest.com/videos/3-steps-to-improve-your-hiring-process/). - **Data-driven Insights:** Pre-employment tests provide concrete data on candidates’ skills, enabling you to make informed hiring decisions based on objective performance. - **Fair and Consistent Evaluation:** Skills tests ensure a fair and consistent evaluation process, reducing the impact of biases or personal preferences. - **Identify Top Candidates:** Assessments help identify candidates with the skills and abilities that align closely with the requirements of the role. - **Improved Hiring Efficiency:** By screening candidates based on their skills, you can streamline the hiring process and focus your efforts on the most promising candidates. - **Diversity**: By using pre-employment tests, HR teams can widen their candidate pool and attract a more [**diverse workforce**](https://employtest.com/hrblog/diversity-hiring-how-to-create-an-inclusive-workplace/). Because personal relationships or biases do not influence tests, companies can focus on finding the best candidates for the job, regardless of their background. Hiring someone you know can be a double-edged sword. By implementing hiring best practices and using best-in-class [**pre-employment tests**](https://employtest.com/tests/), you can assess candidates’ abilities objectively. This way, you can minimize personal biases and make fair hiring decisions. Transform your recruitment process. Request a demo of our advanced testing platform! **Blog Categories:** Hiring Tips --- ### [Why Employers Should Test Numerical Reasoning During Hiring](https://employtest.com/hrblog/numerical-reasoning-test-during-hiring/) **Published:** September 16, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **What is Numerical Reasoning?** Numerical reasoning is the ability to understand and work with numbers, mathematical concepts, and data. It goes beyond basic arithmetic; it involves interpreting numerical data, performing calculations, analyzing trends, and drawing logical conclusions based on quantitative evidence. People with strong numerical reasoning skills can understand complex numerical information and use it to solve problems quickly and effectively. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Numerical Reasoning Test](https://employtest.com/numerical-reasoning-test-for-applicants/ "Numerical Reasoning Test for Applicants") We live in a data-driven world. To thrive, companies need employees who can turn raw data into actionable insights. HR professionals and hiring managers are increasingly seeking applicants with strong numerical reasoning skills. As a result, the [US Bureau of Labor Statistics](https://www.bls.gov/ooh/math/home.htm) projects a surge in job openings requiring math skills between 2022 and 2032. But what exactly is numerical reasoning, and why should employers test for it during the hiring process? ### **Is Logical Reasoning the Same as Numerical Reasoning?** Although logical and numerical reasoning are related, they’re not exactly the same. [Logical reasoning](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) is a broader skill that involves analyzing information, identifying patterns, and drawing conclusions based on evidence. Meanwhile, [numerical reasoning](https://employtest.com/elitetests/) is a specific type of logical reasoning focusing on working with numbers and mathematical concepts. Here’s a quick comparison: #### **Logical Reasoning:** - Applies to various types of information (verbal, visual, numerical) - Involves general problem-solving and critical thinking - Used in a wide range of situations #### **Numerical Reasoning:** - Specifically deals with numbers and mathematical concepts - Involves calculations, data interpretation, and statistical analysis - Applied in situations requiring quantitative analysis Both skills are valuable, but numerical ability is particularly important for data and financial information roles. ![Employers Are Testing Numerical Reasoning In Hiring](https://employtest.com/wp-content/uploads/2024/09/Employers-are-Testing-Numerical-Reasoning-In-Hiring-.jpg)### **What Jobs Require Numerical Reasoning Skills?** Numerical skills are essential in many roles across various industries, from finance and engineering to marketing and healthcare. Finance and accounting positions such as financial analysts, [accountants](https://employtest.com/pre-employment-accounting-test/), and investment bankers heavily rely on math skills. Similarly, project managers, business analysts, and marketing managers often work with data and need strong numerical skills in business and management. The healthcare industry also benefits from professionals with solid numerical abilities, including medical customer service roles and [healthcare administrators](https://employtest.com/medical-office-testing/). Even in education, non-teaching positions such as school administrators often require a strong foundation in problem-solving. With the changing nature of jobs requiring math skills, it’s more important than ever to have [reliable methods](https://employtest.com/tests/) to assess numerical reasoning abilities when hiring. ### **What is a Numerical Reasoning Test?** A [numerical reasoning test](https://employtest.com/math-assessment-test-pre-employment/ "Pre-Employment Math Test") is a type of pre-employment assessment that measures an applicant’s ability to work with numbers, interpret data, and solve mathematical problems. These tests include questions that require the following: - **Basic Math Skills:** Addition, Subtraction, Multiplication, Division - **Light Industrial Math Skills:** Basic math in an industrial environment, including word problems. - **Analytical Skills:** Data interpretation from graphs and tables - **Financial calculations** Numerical reasoning tests are usually timed, adding an element of pressure that simulates real-world scenarios where quick, accurate calculations are necessary. ![](https://employtest.com/wp-content/uploads/2024/09/image.jpeg)## **Why Should Employers Test Numerical Reasoning Skills?** Now that we’ve covered the basics, let’s dive into the compelling reasons why employers should embrace numerical tests as a cornerstone of their hiring strategy. #### **1. Predict Job Performance** A study in the[ Journal of Human Resources Management](https://www.jhrm.eu/) found that numerical assessments are valuable for predicting job performance in many roles, especially those involving data analysis, problem-solving, and decision-making. #### **2. Reduce Hiring Bias** Skills-based hiring, which often includes the use of numerical reasoning tests, can help reduce unconscious bias in the hiring process. Employers can make more objective hiring decisions by focusing on candidates’ abilities rather than their backgrounds or resumes. A [2022 report by](https://www.shrm.org/about/press-room/new-shrm-research-makes-case-skills-based-hiring) SHRM found that companies using skills-based assessments reported a 23% increase in workforce diversity. #### **3. Identify Hidden Talent** Not all candidates with strong numerical reasoning skills have degrees in mathematics or related fields. Testing for these skills directly helps employers spot talented applicants who may have developed their abilities through non-traditional paths. #### **4. Saves Time and Resources** Hiring the wrong candidate can be costly in terms of time, money, and resources. By testing math skills upfront, employers can avoid the expense of hiring someone who is not a good fit for the role. ## **How to Assess Numerical Ability When Hiring** Now that we’ve understood the importance of testing numerical reasoning skills, let’s look at how you can incorporate helpful assessments into your hiring process: #### **1. Identify Key Roles and Responsibilities** Determine the roles that require strong numerical reasoning skills. Analyze the tasks and responsibilities of these roles to understand the specific numerical skills needed. You can do that manually or use this helpful [planning worksheet](https://employtest.com/wp-content/uploads/2024/04/Pre-Employment-Testing-Worksheet-Fillable-PDF.pdf?utm_medium=Blogs&utm_source=Website&utm_content=Downloadables&utm_term=Planning-worksheet) we’ve prepared for you! #### **2. Choose the Right Test** Select a [numerical reasoning test](https://employtest.com/math-assessment-test-pre-employment/) that aligns with the specific requirements of the role you’re hiring for. Choose a reputable company that offers a variety of [tests](https://employtest.com/elitetests/) tailored to different industries and job levels. Ensure the test is validated by experts in the field and reliable. #### **3. Determine the Appropriate Difficulty Level** The difficulty of the test should match the level of numerical skills required for the job. Entry-level positions may require only [basic math skills](https://employtest.com/math-assessment-test-pre-employment/), while specific roles, such as accounting, will need specific skills. #### **4. Integrate the Test into Your Hiring Process** Decide at which stage of the hiring process you’ll administer the test. Some companies use it as an initial screening tool, while others incorporate it later in the process for shortlisted candidates. ![Why Employers Should Test Numerical Reasoning During Hiring](https://employtest.com/wp-content/uploads/2024/09/Why-Employers-Should-Test-Numerical-Reasoning-During-Hiring.jpg)### **Summing it Up** Skills-based hiring is about looking beyond traditional credentials to find the best person for the job. Numerical reasoning tests are a powerful tool in this approach, helping you identify candidates who have the skills to succeed in roles that require working with numbers and data. So why wait? Start using numerical reasoning tests in your hiring process today: [Schedule a call with our expert team](https://calendly.com/employtest-sales/test-talk)! ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales [See Full Bio](https://employtest.com/author/mktspecialist/) Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests [LinkedIn](https://www.linkedin.com/in/crowellken/) --- ### [How to Hire Good Employees for Small Business](https://employtest.com/hrblog/employees-for-small-business/) **Published:** April 16, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ***To hire good employees for small business, start with clear job descriptions that attract qualified culture fits. Go beyond resumes by conducting thorough interviews and using pre-employment testing.*** [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Cognitive Ability Test](https://employtest.com/cognitive-ability-test-for-applicants/ "Cognitive Ability Test for Applicants") ***These skills tests objectively evaluate candidates’ talents and job fit, revealing their potential to be passionate, adaptable problem-solvers.*** As a small business owner, you have to juggle multiple roles, from being the visionary to the accountant and sometimes even the janitor. However, one of the most crucial tasks you will face is hiring employees for your small business. After all, your employees are the backbone of your business, and making the right hiring decisions can make or break your success. ### **What Makes A Good Employee for a Small Business?** The best employees for small businesses are problem-solvers who fit the company culture. They share the core values, have a passion for the work, tend to be entrepreneurial, adapt to changing priorities, and have a high level of ethics. Finding team players with a self-driven mindset allows lean small business operations to thrive. Small businesses are the engines driving the American economy, accounting for an incredible [99.9% of all U.S. companies.](https://www.uschamber.com/small-business/state-of-small-business-now) However, hiring the right employees for small business is the start of success. ### **What is the Bottomline Cost of Bad Hires for Small Business?** The [Center for American Progress](https://www.americanprogress.org/article/there-are-significant-business-costs-to-replacing-employees/) estimated that replacing an employee can cost approximately 21% of that employee’s annual salary. For a small business with tight margins, that’s a big hit to absorb. From publishing job postings to interviewing candidates, the hiring process requires an investment of time and money. When you make a poor hiring decision, you have to restart this costly cycle. Bad hires can also have a significant impact on a company’s productivity, culture, and reputation. A recent article from [Business](https://www.business.com/articles/cost-of-a-bad-hire/) mentions that in addition to the financial costs, bad hires can result in lost clients, increased stress levels among co-workers, and extra time spent by other team members to fix their mistakes. ## How Can You Hire Good Employees for Small Business?![How to Hire Good Employees for Small Business, Avoid Bad Hires](https://employtest.com/wp-content/uploads/2024/04/How-to-Hire-Good-Employees-for-Small-Business-1-300x169.jpg "How to Hire Good Employees for Small Business, Avoid Bad Hires") The perils of bad hires are reflected in the bottom line. Follow these steps when hiring employees for your small business will help in building a dream team that propels your business forward: #### **Craft a Clear and Compelling Job Description** The hiring process starts with a well-written job description. Be specific about the skills, experience, and qualifications you’re looking for. This will attract the right candidates and weed out those who don’t fit the bill. Don’t be afraid to get creative – a compelling job description can make your small business stand out in a competitive job market. To reach as many potential candidates as possible, make use of social media, your professional network, and recruitment websites. #### **Look Beyond the Resume** While a candidate’s resume is important, don’t let it be the sole factor in your decision. Conduct thorough interviews, ask for work samples, and consider [pre-employment tests](https://employtest.com/) to get a comprehensive understanding of their abilities. Remember, you’re not just hiring a set of skills; you’re hiring a person who needs to fit into your company culture and contribute to your team’s success. #### **Assess Cultural Fit** Speaking of culture, this is a critical factor that many small businesses overlook. Skills and experience are important, but cultural fit is just as crucial, especially in a close-knit, small business environment. Look for candidates who share your company’s values, work ethic, and vision. After all, a team that works well together is more likely to achieve great things. #### **Use Pre-Employment Tests** As a small business owner, sifting through hundreds of resumes for a job role can be a daunting task. Thankfully, pre-employment testing is an effective tool that can help you streamline the hiring process. These tests can do the heavy lifting of assessment for you. By conducting skills based [pre-employment tests](https://employtest.com/tests/), you can gain insights not only into whether candidates have the necessary skills for the position but also to what degree they can perform the required tasks. With pre-employment tests, you can effectively evaluate a candidate’s [attention to detail](https://employtest.com/attention-to-detail-test/), [fundamental computer skills](https://employtest.com/computer-skills-tests-for-applicants-employees/), [workplace math skills](https://employtest.com/math-assessment-test-pre-employment/), and other relevant abilities. [Pre-employment assessment tests](https://employtest.com/) can also help identify candidates who have inflated their skills or qualifications. By relying on objective data rather than solely self-reported information, small business owners can make more informed decisions based on the candidate’s actual abilities. Interested to know how many candidates lie on their resumes? [Check out these stats](https://employtest.com/hrblog/lying-on-resumes/)! #### **The Bottom Line** Building a strong team is the foundation of a successful small business, and making the right hiring decisions is crucial. Investing time and resources into the hiring process may seem like an added expense upfront, but it can save you from the potential costs of bad hires. Don’t risk losing time, money, and productivity by hiring the wrong person. PRO TIP: Interested to know how much can be saved on bottom lines by using pre-employment tests to hire the right employees for small businesses? Check out this eye-opening and valuable [ROI calculator tool](https://employtest.com/helpful-tools/roi-calculator/). Not all pre-employment testing platforms are the same. Be sure to check out [comprehensive test lists](https://employtest.com/tests/), or if one is offered, take a [free sample test](https://employtest.com/pre-employment-test-sample/). --- ### [Emotional Intelligence Tests for Hiring Remote Workers](https://employtest.com/hrblog/emotional-intelligence-tests-for-hiring/) **Published:** January 2, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### How Do You Assess Emotional Intelligence for Hiring? To assess emotional intelligence for hiring remote workers, employers use tests that measure self-awareness, self-regulation, motivation, empathy, and social skills. These identify candidates adept at virtual communication, managing emotions, collaborating remotely, and navigating team dynamics. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Emotional Intelligence Test](https://employtest.com/emotional-intelligence-profile-test-for-applicants/ "Emotional Intelligence Profile Test for Job Applicants") Using emotional intelligence tests for hiring remote workers may seem counter-intuitive. The rise of remote work offers immense opportunities for recruiters, but it also presents unique hiring challenges. Traditional in-person methods are less effective for assessing a remote candidate’s essential [soft skills](https://employtest.com/videos/hiring-for-soft-skills/) and cultural fit. So, how do you make smart hiring decisions when building remote teams? Emotional intelligence tests can help. These [pre-employment assessments ](https://employtest.com/)offer valuable insights into a candidate’s emotional intelligence, a key factor for success in remote work. Here’s why you should test remote workers on **emotional intelligence** and how it can benefit your company. **How Do Emotional Intelligence Tests Help To Hire Remote Staff? (Video)** ## **What is Emotional Intelligence?** While many people are familiar with the intelligence quotient (IQ), employers are increasingly prioritizing another key characteristic in the workplace: emotional intelligence (EQ). In fact, [**a 2019 survey revealed**](https://online.hbs.edu/blog/post/emotional-intelligence-in-leadership) that 71% of employers are prioritizing EQ over IQ in employees. But what exactly is emotional intelligence, and why is it an essential characteristic for remote team members? As the name suggests, emotional intelligence measures the awareness of your feelings and those of others. ## **How Do Emotional Intelligence Tests for Hiring Work? ![Infographic - 4 Core Competencies Of Emotional Intelligence](https://employtest.com/wp-content/uploads/2024/01/4-Core-Competencies-of-Emotional-Intelligence-120x300.jpg)** As you might have guessed, emotional intelligence tests measure a remote worker’s EQ levels. It helps you learn how they identify vital emotions and perceive the thoughts of others. It also evaluates how they monitor their feelings and how they affect their coworkers. However, it can be challenging to explain what this looks like, but it may become clearer by using remote work examples. Generally speaking, team members with high EQ levels communicate better, improve workplace morale, and help other coworkers feel comfortable being honest. An EQ test can analyze these skills and help you make the best hiring decisions for your remote team. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ### **What is an EQ Test?** An EQ (Emotional Intelligence) Test is an assessment tool used by employers to evaluate a job candidate’s emotional intelligence skills. [**Emotional intelligence tests**](https://employtest.com/emotional-intelligence-profile-for-applicants/) evaluate abilities across four core competencies: **Self-Awareness:** Understanding your emotions, what triggers them, and how they influence your actions is essential for effective self-management and communication. **Self-Management:** Remote workers should be able to manage stress appropriately, control impulsive feelings and behaviors, and adapt to challenging situations, all while maintaining productivity. **Social Awareness:** Social awareness in remote work involves understanding others’ needs and feelings despite physical distance. It includes reading people’s cues, empathizing, and building relationships. **Relationship Management:** Clear communication, developing trust, and just and constructive conflict resolution are all essential elements of successful remote work. Emotional intelligence skills is the missing link in all these interactions. The goal is to identify candidates who can effectively manage emotions, work well with others, and navigate interpersonal relationships in the workplace. Unlike self-reported EQ questionnaires, validated assessments use situational judgment tests (SJTs) for objective measurement. Test-takers confront realistic scenarios and select the most emotionally intelligent responses from multiple-choice answers. ![EQ Test For Hiring](https://employtest.com/wp-content/uploads/2024/01/eq-test-for-hiring.jpg "Eq Test For Hiring") ## **Benefits of Emotional Intelligence for Remote Workers** There are compelling reasons why emotional intelligence offers remote teams a distinct edge: #### **Enhanced Communication** Although it’s essential for any workplace, communication is really the bread and butter of remote work. When several team members are spread out across different locations, you must ensure they are completing their tasks. It can be easy for mistakes to happen when it isn’t simple to speak with team members one-on-one directly. However, [**remote workers**](https://www.fastcompany.com/90657084/7-ways-emotional-intelligence-helps-remote-workers-connect-to-their-workplace) with high levels of emotional intelligence will ensure that they will automatically make an effort to communicate with you and others on the team. #### **Listening Skills** After you’ve attended many Zoom meetings, it’s easy to get screen fatigue and give in to the temptation to multitask on another work duty. However, remote team members with high emotional intelligence levels understand the body language they need to use when attending online work meetings. They’ll know when to look at the camera and how to set aside other distractions to focus on the task at hand. #### **Proactive Leadership** Remote team members with high emotional intelligence levels are generally going to be more proactive. This is essential for a remote team because employees will work independently on their tasks. In other words, you shouldn’t have to constantly check in with your team to see how they’re progressing; they should already be taking the steps necessary to get the job done. Instead of you needing to approach a remote worker about their progress, they’ll already come to you. #### **Conflict Resolution** Remote work can sometimes lead to misunderstandings and conflicts due to the lack of face-to-face interactions. Emotionally intelligent individuals are good at identifying and addressing conflicts constructively. They can remain calm under pressure and use empathy to understand the perspectives of others, which is effective in conflict resolution. #### **Adaptability and Resilience** Remote work environments can be quite unpredictable. Emotionally intelligent individuals can adapt quickly to changes and challenges. They are resilient and can bounce back from setbacks, maintaining a positive attitude and finding creative solutions to problems. ## **The Importance of Emotional Intelligence Tests for Hiring** Remote hiring presents unique challenges in assessing candidates’ EQ. Traditional methods of evaluating interpersonal skills and emotional management may not translate well to virtual interactions. **Emotional intelligence tests** provide a structured and objective approach to evaluating a candidate’s emotional intelligence, enabling hiring managers to gain valuable insights beyond traditional resumes and interviews. 1. **Identifying Soft Skills** - Using [**emotional intelligence tests for hiring**](https://employtest.com/emotional-intelligence-profile-for-applicants/) helps you identify the intangible but critical soft skills needed for success in remote teams. These skills include adaptability, resilience, and the ability to work independently while maintaining effective collaboration. 2. **Assessing Cultural Fit** - In remote teams, cultural fit becomes even more important as employees may not have regular face-to-face interactions to establish rapport. EQ tests can give you insights into candidates’ values, communication styles, and emotional expressiveness. 3. **Predicting Job Performance** - Studies have shown a correlation between [**high EQ and better job performance,**](https://www.google.com/search?q=high+EQ+and+better+job+performance&rlz=1C5GCEM_enPH971PH971&oq=high+EQ+and+better+job+performance&gs_lcrp=EgZjaHJvbWUyBggAEEUYOTIHCAEQIRigATIHCAIQIRigATIHCAMQIRigAdIBBzI0OWowajeoAgCwAgA&sourceid=chrome&ie=UTF-8#:~:text=Impact%20of%20Emotional,com%20%E2%80%BA%20article) particularly in roles requiring strong interpersonal skills. 4. **Improved Team Dynamics** - Remote teams thrive on effective communication and collaboration. Testing emotional intelligence can help build teams with complementary skill sets, promote a positive team culture, and minimize conflict. 5. **Supporting Employee Well-being** - Remote employees may face unique stressors. EQ tests can identify candidates with the resilience and emotional regulation skills to face challenges and maintain a healthy work-life balance. Expertly developed [**emotional intelligence tests**](https://employtest.com/emotional-intelligence-profile-for-applicants/) can help you confirm the soft skills, cultural fit, and potential for success in remote work environments. With EQ testing, you can make better hiring decisions, one emotionally intelligent hire at a time. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Schedule a 15-minute call with us today!") **Blog Categories:** emotional intelligence test, pre-employment test, Work from Home --- ### [Top Technical Skills for Healthcare Administrators](https://employtest.com/hrblog/top-technical-skills-for-healthcare-administrators/) **Published:** October 7, 2025 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes ### What Is the Most Important Skill of a Healthcare Administrator? Attention to detail is the most important skill for healthcare administrators. Along with other soft skills and healthcare technical skills, attention to detail is especially crucial in the industry because mistakes can lead to higher costs, miscommunication, and fatal results. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Attention to Detail Test](https://employtest.com/attention-to-detail-test/ "Attention to Detail Test for Applicants") Even though the pandemic has strained our medical workforce, it’s evident that [the healthcare system has adapted to meet the challenge](https://www.weforum.org/agenda/2020/11/healthcare-innovation-covid-coronavirus-pandemic-response-health)[.](https://www.weforum.org/agenda/2020/11/healthcare-innovation-covid-coronavirus-pandemic-response-health) The medical community maintained a quality patient experience thanks to the adoption of fundamental IT technology, which was made possible by staff with exceptional computer skills needed for healthcare management. Keep on reading to learn more about the necessary technical skills for healthcare administrators to excel in their workplace. ### List of Technical Skills in Healthcare - **Healthcare IT Skills** - **Data Entry and Management** - **Knowledge of Medical Terminology** - **Proficiency in Microsoft Office, especially Excel** - **Familiarity with EMR and EHR Systems** - **Research and Analytical Skills** - **Coding and Billing Knowledge** - **HIPAA and Regulatory Compliance** - **Technical Troubleshooting and Support** - **Quality Assurance and Reporting** Technical skills in healthcare are indispensable for managing the complexities of modern medical facilities. Here’s a comprehensive list of the most vital technical skills in healthcare management: #### **1. Healthcare IT Skills** Proficiency in using healthcare-specific IT systems like telemedicine platforms, EMR/EHR software, and patient portals is critical. Administrators must understand system operations, data privacy regulations, and troubleshooting processes to ensure smooth workflows. #### **2. Data Entry and Database Management** Accurate data entry involves collecting, organizing, and maintaining patient records. This skill includes fast and precise typing, knowledge of database software, and attention to detail to avoid errors that could lead to miscommunication or scheduling conflicts. #### **3. Knowledge of Medical Terminology** Understanding medical terminology is crucial for efficient communication with healthcare professionals. This knowledge helps administrators accurately document diagnoses, treatments, and prescriptions while avoiding errors that could compromise patient safety. #### **4. Microsoft Office Proficiency** While all Microsoft Office applications are helpful, Excel stands out as a must-have tool. Skills like creating PivotTables, using formulas like VLOOKUP, and automating processes with macros are essential for managing financial records, billing, and data analysis. For healthcare admin roles, the [Microsoft Office skills test for employment](https://employtest.com/microsoft-office-skills-test/ "Microsoft Office Skills Test for Employment") helps verify core office skills up front. #### **5. Familiarity with EMR and EHR Systems** Administrators must be adept at using Electronic Medical Records (EMRs) for internal patient data management and Electronic Health Records (EHRs) for seamless data sharing across institutions. These systems improve care coordination, making this skill essential for healthcare administrators. #### **6. Research and Analytical Skills** Administrators need to interpret healthcare data and extract actionable insights. This involves using data analysis tools, staying updated on healthcare trends, and making evidence-based decisions to improve efficiency and patient satisfaction. #### **7. Coding and Billing Knowledge** A solid understanding of healthcare billing codes (such as ICD-10 and CPT) ensures accurate billing and reduces errors. Administrators should also be familiar with insurance claim processes to resolve disputes efficiently. #### **8. HIPAA and Regulatory Compliance** Understanding the Health Insurance Portability and Accountability Act (HIPAA) and other healthcare regulations is essential for maintaining patient confidentiality and ensuring compliance with federal and state laws. #### **9. Technical Troubleshooting and Support** Basic IT troubleshooting skills are necessary for resolving minor system issues or understanding when to escalate problems to specialized support teams. Administrators should know how to handle common software glitches and system malfunctions. #### **10. Quality Assurance and Reporting** Healthcare administrators are often responsible for monitoring performance metrics and ensuring quality standards are met. Skills in quality assurance software and reporting tools are critical for this aspect of their job. ## **Healthcare IT Skills Have Never Been More in Demand** As the world evolves in uncertain times, the skills that candidates bring to the table are [becoming the new currency.](https://kpmg.com/xx/en/our-insights.html) For example, four-year degrees have been the traditional benchmark of consideration for many jobs. However, verifiable healthcare technical skills are now replacing formal education as the top requirement. Demonstrable and applicable skillsets are what allow candidates to continue to thrive and climb the career ladder, even after they have landed the job. In healthcare administration, the use of IT skills is nothing new. Still, it is extremely important that new hires have these technology skills, which make it possible for them to work without constant supervision. The question is – what are those skills, and why are they in such demand? The non-profit organization HIMSS [analyzed](https://www.himss.org/resources/five-growing-health-information-and-technology-jobs) nearly 11,000 online job postings and, according to their research, the most in-demand healthcare technical skills are: - Training - Communication skills - Organizational skills - Writing - Microsoft Excel - Computer skills - Research Using [pre-employment tests](https://employtest.com/) to assess applicants’ skills in job relevant areas can provide HR managers with a snapshot of their candidates’ abilities. Hiring managers can examine each applicant in detail and compare their experience and personality traits to determine who will perform best in the open position and has the hardskills for healthcare administration. This allows the decision makers to offer positions to highly-skilled candidates before they are scooped up by the competition. Let’s review the tools and processes reliant on technology that members of a healthcare administration office work with on a regular basis. ### Rapid Growth in Number of Medical Video Appointments Healthcare organizations like the [Greater Baltimore Medical Center (GBMC)](https://healthmanagement.org/c/it/pressrelease/greater-baltimore-medical-center-leveraging-standardized-practices-to-improve-patient-outcomes) have embraced telemedicine at unprecedented levels. In 2020, GBMC’s telemedicine interactions grew by over 22,670%, demonstrating the demand for healthcare professionals skilled in virtual platforms. This shift highlights the importance of technical skills for healthcare administration, such as managing video conferencing tools and ensuring high patient satisfaction during virtual consultations. ### Rise in EMR and EHR Adoption The introduction of electronic medical records has modernized the healthcare industry significantly. It’s allowed better overall service of healthcare organizations, higher patient satisfaction, and a better overall experience and healthcare management. An[ EMR](https://www.quatrishealthco.com/what-is-an-emr/), which is a digital counterpart of the paper patient records in the clinician’s office, stores the medical and treatment histories of patients in a single practice. They make it simple to monitor relevant data, determine which clients are required for preventive screenings and checks, assess how patients are doing on particular values (e.g., blood sample values), and analyze and manage overall healthcare quality within the practice. Electronic health records ([EHRs](https://www.healthit.gov/faq/what-electronic-health-record-ehr)) function as an extension of EMRs. EHRs are designed to be used outside of the health institution that initially collects and compiles the data. They gather and share the patient’s information with other healthcare practitioners or institutions, so the treatment can be prescribed with as much information as possible. With EHRs, the patient’s information can travel anywhere with them: to the specialist, another clinic, the next state, and even across the globe. The widespread adoption of EHRs has made it a necessity for medical office employees to be computer-literate. But, as the HIMSS analysis shared above shows, that is only one of several important technical skills for healthcare professionals. ## **Three Crucial Healthcare Administration Skills** In our [previous article](https://employtest.com/hrblog/finding-your-healthcare-administrative-staff), we detailed the duties of three typical job roles commonly found in a medical office: the medical receptionist, the medical secretary, and the medical assistant. Here’s a list of technical skills in healthcare that can help administrators. ### Data Entry and Management Data entry proficiency includes data gathering and database input, as well as maintaining accurate records on file. These skills are especially important for medical receptionists. Fast and accurate typing and experience with spreadsheets and forms are essential for scheduling appointments and recording patient information. Data entry mistakes can easily lead to organizational problems later. For example, if the date of an appointment is wrongly entered, both the doctor’s and the patient’s time is lost. ### Proficiency in Microsoft Office Microsoft Office is considered an indispensable tool for any office work, including healthcare management. Of the many programs in this toolkit, such as Word, Powerpoint and Outlook, knowing how to use Excel is one of the indispensable technical skills in healthcare for anyone applying for the job of a medical secretary. The medical secretary’s list of everyday tasks includes processing medical records and handling billing and insurance claims. Therefore, knowing their way around Excel formatting and functions (for example, AutoSum or PivotTables) is key, and these computer skills needed for healthcare management are important. Having an employee who isn’t well-versed in Excel can lead to bill processing mistakes. That creates many future problems, such as delayed payments and increased patient stress. Fixing even the simplest of errors would remove unnecessary exchanges between the patient and administration, which erode patient satisfaction and hurt the bottom line. ### **Knowledge of Medical Terminology** Medical terminology is the shared language of medical professionals, especially for medical assistants. It’s part of the medical assistant’s role to quickly record the doctor’s preliminary assessments during an examination, followed by prognosis and treatment recommendations. Speed and accuracy are essential during this task. Medical assistants’ knowledge of medical terminology allows them to take notes in real time without error. Knowledge of medical terminology is also crucial if the medical assistant’s job includes speaking to the patient and explaining their instructions. ## **Improve Your Healthcare Recruitment Strategies with Pre-Employment Tests** Finding candidates with the right mix of soft and technical skills in healthcare administration is challenging. Relying on resumes alone has been proven to be inefficient, biased, and inaccurate. On top of that, applicants have been known to be less-than-honest on their resumes, which can be very costly for the hiring company. Pre-employment tests bring the recruiting process [more objectivity](https://resources.workable.com/stories-and-insights/pre-employment-testing) by providing results that are standardized across all applicants. Employers can then rely on the information provided by the tests to make more data-driven hiring decisions. Unlike face-to-face interviews, pre-employment testing allows hiring managers to assess a wide range of talents and personality traits. They allow for the evaluation of candidates’ cognitive ability, technical skills for healthcare professionals, subject-area expertise, and a wide range of soft and hardskills for healthcare administration, among other things. By providing objective, verifiable data that predict work performance, pre-employment testing can[ increase the quality of hires](https://www.skeeled.com/blog/3-reasons-why-you-should-use-pre-hire-testing-and-assessment-in-your-hiring) and reduce the number of bad hires. Employers can also save time by adopting pre-employment tests to reduce the amount of time spent reading resumes and conducting interviews. As a result of increased staff productivity and lower turnover, the hiring costs decrease and profitability increases. While most hiring managers focus on the hard skills required, pre-employment tests ensure that additional skills – soft skills – are also considered. Healthcare professionals need exceptional communication skills, compassion and patience, honesty, and the ability to work as part of a team. Without these abilities, service quality suffers and patients will feel the consequences. Basic skills are important too. [Medical Office skills](https://employtest.com/medical-office-testing) tests can show basic skills levels for the medical staff, including[ computer skills](https://employtest.com/computer-skills-test),[ typing/data entry speed](https://employtest.com/typing-test), and [attention](https://employtest.com/attention-to-detail-test)[ to detail](https://employtest.com/attention-to-detail-test). Other types of pre-employment tests such as[ Workplace Success Profile tests](https://employtest.com/workplace-success-profile) can show that candidates have desired employee personality traits. EmployTest offers a variety of tests that can save time and money for hiring managers looking to deliver quality hires to their company, regardless of the industry. Optimize your hiring process with proven strategies – [download our case studies/success stories for insights](https://employtest.com/case-studies/)! **Blog Categories:** healthcare aptitude test, microsoft office tests, pre-employment testing --- ### [Lying on Resumes: How Pre-Employment Tests Can Help](https://employtest.com/hrblog/lying-on-resumes/) **Published:** January 19, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### Do People Lie on Their Resumes? Lying on resumes may be more common than you think. According to a recent survey by ResumeLab, a whopping [**70% of workers**](https://resumelab.com/career-advice/lying-to-get-a-job) admit to lying on their resumes, with 37% confessing to doing so frequently. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Word and Excel Test](https://employtest.com/word-and-excel-test-for-applicants/ "Word and Excel Test for Applicants") Candidates often stretch the truth on their resumes, making it a challenge for employers to identify authentic and qualified talent. Here are some of the most common lies potential employees write in their resumes: #### **Embellishing Responsibilities** According to an [**article by Forbes**](https://www.forbes.com/sites/bryanrobinson/2023/11/05/70-of-workers-lie-on-resumes-new-study-shows/), 52% of job seekers admit to overstating responsibilities in general on their resumes. This widespread practice makes it challenging for HR managers to accurately gauge a candidate’s true experience and capabilities. #### **Exaggerating the Number of People Managed** The study indicates that 45% of job seekers exaggerate the number of people they have managed in their previous roles. This finding underscores a tendency among candidates to inflate their leadership experience, aiming to present a more impressive professional background. #### **Inflated Skills** 15% of job seekers confess to lying on resumes by exaggerating their skills section. This can cause problems later on when their actual abilities don’t match what they claimed. This statistic emphasizes the importance of validating skills through objective assessments, such as [**pre-employment tests**](https://employtest.com/tests/), to ensure candidates have the necessary job qualifications. Lying in resumes suggests that some people may add falsehoods in order to appear more skilled, experienced, accomplished, and competent than they actually are. ### **Why Applicants Are Lying On Resumes** Why would a candidate risk reputation and trust by lying on their resume? Insecurity and doubt often motivate the deception. Applicants lack confidence in selling legitimate experiences. Many fear gaps being viewed negatively or simply want to tick all the buzzword boxes. While resume fraud may seem like a quick fix to land a job, it’s unethical and can also have serious consequences. ### **The Costs of Resume Fraud for Your Company** If you don’t properly screen candidates before hiring, you risk exposing your company to a multitude of issues related to bad hires. These issues can range from a high turnover rate to irreversible damage to your company’s reputation. Rushing the process or choosing someone just because they look good on paper is a recipe for disaster. To ensure you hire the most qualified candidates, carefully review their qualifications to make sure they fit the job. A successful candidate selection starts with knowing how to spot lies on resumes. ## **How to Spot Candidates Lying on Resumes** Despite the prevalence of falsehoods on resumes, employers and HR managers have effective strategies at their disposal to identify and address them. Here are practical tips for detecting lies on resumes. #### **Check for Inconsistencies in Responsibilities and Achievements:![Female Recruiter Interviewing Woman to rule out lying on resume](https://employtest.com/wp-content/uploads/2014/05/female-recruiter-interviewing-woman-with-work-experience-cv-employee-analyzing-resume-information-talking-about-corporate-employment-job-interview-with-confident-candidate-300x169.jpg)** When reviewing resumes, pay close attention to claimed responsibilities and achievements. Any inconsistencies between the stated role and actual accomplishments may signal potential dishonesty. #### **Verify Job Titles and Management Claims** It’s important to verify job titles and the number of people a candidate claims to have managed. Cross-reference this information with previous employers to establish the candidate’s credibility. #### **Validate Length of Employment** Candidates often exaggerate the duration of their employment at previous positions. Ensure that you verify employment history to maintain accuracy in your evaluation. #### **Pre-Employment Tests** Pre-employment tests expose gaps between candidates’ claimed skills and their actual abilities. For example, if a candidate claims to be proficient in a particular software but fails to show that skill during the test, it could be a sign of dishonesty on their resume. ### **Verify Applicant Skills Using Pre-Employment Tests** To address the challenge of identifying dishonest candidates, more employers are using [**pre-employment assessment tests**](https://www.employtest.com/) in the hiring process. With a [**variety of tests**](https://employtest.com/tests/), you can evaluate a candidate’s skills, knowledge, and behavior, providing objective insights beyond their resume. Here are some advantages of verifying applicant skills using pre-employment tests: **Objective Evaluation** Pre-employment tests offer you a standardized and objective method of evaluating candidates. This allows you to make informed decisions based on concrete data. **Skill Validation** Use these tests to help validate the skills claimed by candidates, ensuring that individuals possess the necessary qualifications for the role. **Insights into Behavioral Traits** [**Assessing behavioral traits**](https://employtest.com/personality-profile/) through pre-employment tests provides you with a deeper understanding of a candidate’s suitability for your company culture. **Reducing Hiring Risks:** By incorporating pre-employment tests, you can mitigate the risks associated with hiring individuals who may have fabricated their qualifications. By using [skills assessment test](https://employtest.com/), you’ll be able to avoid the risks associated with lying on resumes and ensure that you hire the most qualified candidates for your company. Experience the future of recruitment. [Book a consultation with our expert team today](https://calendly.com/employtest-sales/test-talk)! **Blog Categories:** Hiring Tips --- ### [Age Discrimination in Hiring Process: How to Eliminate It](https://employtest.com/hrblog/age-discrimination-in-hiring-process-how-to-eliminate-it/) **Published:** November 18, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Age discrimination in recruitment happens more often than you might think. Some people assume older candidates can’t keep up with today’s work culture, but this idea isn’t true and keeps workplaces from being diverse and welcoming. In fact, [6 out](https://www.aarp.org/politics-society/advocacy/info-2024/workplace-age-discrimination-still-pervasive.html#:~:text=Six%20in%2010%20workers%2050%2Dplus%20have%20seen%20or%20experienced%20subtle%20forms%20of%20age%20discrimination%20at%20work%2C%20according%20to%20new%20research%20by%20AARP) [of 10 older workers](https://www.aarp.org/politics-society/advocacy/info-2024/workplace-age-discrimination-still-pervasive.html#:~:text=Six%20in%2010%20workers%2050%2Dplus%20have%20seen%20or%20experienced%20subtle%20forms%20of%20age%20discrimination%20at%20work%2C%20according%20to%20new%20research%20by%20AARP) over 50 have experienced age bias. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Emotional Intelligence Test](https://employtest.com/emotional-intelligence-profile-test-for-applicants/ "Emotional Intelligence Profile Test for Job Applicants") Younger workers also face bias. Older colleagues might see them as [inexperienced, entitled, or likely to leave quickly](https://www.youngworkers.org.au/young_workers_experience_of_age_discrimination). Young employees are often expected to work hard, stay humble, and learn from senior staff without much respect in return. To be a fair employer, it’s important to treat all job candidates equally. Luckily, there are easy ways to avoid age bias in hiring. Companies like EmployTest offer tools to help you screen candidates reasonably. Keep reading to learn steps for making hiring equal for all ages. ## **What is Age Discrimination in the Hiring Process?** Age discrimination in hiring happens when someone struggles to get a job because of their age. This could mean favoring a younger candidate over an older one or assuming young workers aren’t ready for responsibility. According to [AARP](https://www.aarp.org/pri/topics/work-finances-retirement/employers-workforce/age-discrimination-workplace/), about 30% of workers over 50 experience age bias when searching for jobs. Bias also shows up in different situations: 29% feel it in work meetings, 24% at social events, and 18% from senior leaders. ![Subtle Forms Of Age Discrimination By Workers Aged 50+](https://employtest.com/wp-content/uploads/2024/11/Subtle-Forms-of-Age-Discrimination-by-Workers-Aged-50.png) Source: Data from [AARP](https://www.aarp.org/pri/topics/work-finances-retirement/employers-workforce/age-discrimination-workplace/) Young adults, ages 18 to 30, also face unfair judgments, often called “[youngism](https://knowledge.wharton.upenn.edu/article/reverse-ageism-is-real-and-overlooked/).” Older workers may think younger people don’t meet the same standards they did at that age. This attitude can lead to unfair treatment and missed opportunities for younger workers. ### **Common Types of Age Discrimination in Hiring** Age discrimination in hiring can show up in a few common ways: - **Age-related assumptions** – Some people think older candidates don’t have updated skills or dislike change. Others may assume younger workers are immature, unreliable, or likely to leave for other jobs soon. These ideas are often wrong and lead to unfair treatment. - **Filtering out by age** – Age or experience can sometimes screen out applicants. For example, a recruiter might skip over someone close to retirement, even if they’re able and eager to work. They may also reject a recent graduate because of limited experience. - **Unequal interview chances** – Older candidates might get fewer [interview offers](https://employtest.com/hrblog/behavioral-interview-tips/) or lose out to younger applicants, even with the right skills. Similarly, younger candidates might not get a fair chance if employers think they lack experience or might not stay long. ### **Laws That Protect Against Age Discrimination** Luckily, laws like the [Age Discrimination in Employment Act](https://www.eeoc.gov/age-discrimination) (ADEA) protect workers from unfair treatment because of their age. The ADEA makes it illegal to choose younger applicants over older ones when hiring, promoting, or making other job decisions. Understanding these rules helps you create a fair hiring process for everyone. ![Inclusive collaboration process in office with senior man](https://employtest.com/wp-content/uploads/2024/11/shutterstock_2480094485.jpg) ## **8 Ways to Eliminate Age Discrimination During Hiring** You can find the best candidates and make your hiring fair by avoiding age bias. Here are some helpful tips: ### **1. Write an age-inclusive job ad** Make job descriptions fair for everyone by focusing on skills instead of words like “young” or “recent.” For example, say, “looking for someone with strong problem-solving skills” instead of “seeking a recent graduate.” Also, don’t limit candidates based on “years of experience.” Young workers aren’t always inexperienced, and older workers aren’t always resistant to change. Describe the skills and knowledge needed so candidates of any age with [the right abilities](https://employtest.com/hrblog/skills-gap-analysis/) can apply. ### **2. Use skills-based tests** [Skills assessment tests](https://www.employtest.com/), like those from EmployTest, help you find the best person for the job based on what they can do, not their age or what their resume says. For example, testing computer skills is more useful than assuming an older worker can’t use technology. Similarly, testing problem-solving skills is better than thinking a young worker lacks experience. ### **3. Train hiring managers on unconscious bias** Hiring managers may not always realize their biases. Training them on ageism in recruitment can help them focus on a candidate’s skills instead of making assumptions. You can hold workshops on [age diversity](https://employtest.com/hrblog/diversity-hiring-practices/) to show workers’ strengths from all age groups. This way, hiring managers can assess experience with the tools needed for the job, not just age. ### **4. Show a multigenerational workforce in employer branding** If your careers page and social media mostly show young workers, it may seem like you prefer younger candidates. It’s important to show that your company values people of all ages. Use pictures of employees from different age groups to show that you value age diversity. Offering flexible work options like remote or part-time hours can also attract people at various life stages. For example, showing a mix of young and older workers on your website shows that your company is a great place for everyone. ![Diverse group of smiling senior people watching man using computer](https://employtest.com/wp-content/uploads/2024/11/shutterstock_2317768043.jpg) ### **5. Monitor and support age diversity efforts** Regularly check your hiring process to see if it matches your age diversity goals. If most new hires are younger, you may need to adjust your hiring practices to attract more diverse age groups. If you aim to hire more older workers, keep track of how many older candidates apply and are hired compared to younger ones. ### **6. Offer career growth and training for all ages** Show that you care about all employees by offering training and career growth opportunities for both younger and older workers. For instance, you can pair older employees with younger ones for mentorship. This way, older workers can share their experiences while learning new skills. You can also encourage younger employees to explore other roles in the company to help them build their careers. ### **7. Use diverse sourcing channels** Not everyone looks for jobs in the same places. [Use a mix of job boards](https://employtest.com/hrblog/top-recruiting-strategies-for-hard-to-fill-positions/) and websites to reach people of all ages. You can also connect with professional groups and alumni networks for older candidates and attend job fairs for new graduates. ### **8. Provide age-neutral benefits** Offer benefits everyone can appreciate, such as health insurance and retirement plans. You can also include flexible work hours, wellness programs, family leave, and financial support to meet different needs. A variety of benefits shows that your company values employees of all ages. ![Smiling middle aged business woman hand shake asian employee congratulating with promotion](https://employtest.com/wp-content/uploads/2024/11/shutterstock_1191901996.jpg) ## **Don’t Let Age Define Talent** Age discrimination in hiring happens more often than people think, and it can hurt workplace diversity. Employers need to treat all candidates fairly, no matter their age, and focus on skills and qualifications instead of making assumptions about how young or old someone is. Using tools like EmployTest can help companies choose the best candidates based on what they can do. Take action now—update your job ads, use [skills-based tests](https://employtest.com/hrblog/skills-assessment-test-for-pre-employment-advantages-types-examples/), and train your team to avoid age bias. [Request a demo](https://calendly.com/employtest-sales/test-talk) of EmployTest’s platform today to make your hiring process fairer for everyone. --- ### [A Wrong Assumption: All Job Seekers are Computer Proficient](https://employtest.com/hrblog/a-wrong-assumption-all-job-seekers-are-computer-proficient/) **Published:** September 23, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Gen Z was raised on tech; Gen X and millennials are digital natives, naturally they know their way around a laptop, right? But data reveals nearly one-third of Americans lack even the most rudimentary computer proficiency. Research from the National Skills Coalition [found](https://www.nationalskillscoalition.org/resources/publications/file/New-Digital-Landscape-web.pdf) 13% of American workers have no proficient computer skills and another 18% have only limited skills. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the Computer Skills Test](https://employtest.com/computer-skills-test-for-job-applicants/ "Computer Skills Test for Job Applicants") Details of the research find 13% of workers could not meet any of these criteria: - Show any level of prior computer use; - Willingness to take a computer-based assessment; - Ability to complete four of six very basic computer tasks, like using a mouse or highlighting text on a screen. Another 18% of workers could complete only the most basic digital tasks. Although raised on technology, it’s clear that for many the ability to “face swap” on Instagram doesn’t translate to software such as Microsoft Office. Snapchat fluency doesn’t mean an applicant can use an Excel spreadsheet. While we assume that most job seekers are app-proficient, many are computer illiterate when it comes to basic business software. But most employers optimistically *assume* job seekers have some level of computer proficiency when they apply for work. Employers who utilize pre-employment tests and computer proficient test are *certain*. Whether it’s a computer skills test for applicants that focuses on commonly used tech, like Microsoft Office or Microsoft Excel, the only way to be confident the newest additions to staff are fluent in even the most basic computer software is through pre-employment tests. Filling positions that utilize office software isn’t the only challenge for business. In almost every industry, some level of computer proficiency is necessary. Whether a warehouse worker leverages inventory control systems, or a medical technician uses sophisticated machinery, computers support almost all the work we do. The ability to use them, correctly and efficiently, is a necessary skill that cannot be assumed. The only way for a business to verify job seekers have literacy, and at the level required, is through pre-employment testing and computer proficient test. **Don’t assume internet literacy, either** More surprising is the amount of Americans who do not use the internet at all: 10% of Americans overall reveal they don’t. For workers 30 to 64, 15% admit they don’t use the web, according to a study by Pew Research. In a world where everything appears to be digital, it’s a mistake to assume applicants – even digital natives – are proficient with the technology that surrounds us and are resume proficient in Microsoft office. And the less computer proficient your hires are, the more likely it is they will lose precious time dealing with computer issues – [as we discussed in a previous post](/hrblog/how-much-time-are-your-employees-wasting-on-computer-issues). ![Focused young woman working on desktop computer at office](https://employtest.com/wp-content/uploads/2024/11/shutterstock_2390583991.jpg "Focused young woman working on desktop computer at office") **“I can do it or learn it” mentality** Many applicants *believe* they are computer proficient, but using Word to create a resume or turn in schoolwork doesn’t equal proficiency. Identifying an Excel spreadsheet doesn’t mean the candidate has the ability to create one. For business, a lack of these proficient computer skills can mean costly training, downtime and errors. Smartphone users may not be computer proficient, and many aren’t even able to use the QWERTY keyboard. Some data [suggests](https://www.readandspell.com/us/touch-typing-method) hunt and peck (two finger) typists *may* be able to type quickly, but can spend half their time looking at the keyboard, rather than their screen. This can impact productivity as well as accuracy. **Finding the computer literate** For business, the challenge is to find users who are able to apply via their smartphone in a manner of minutes but who are also resume proficient in Microsoft office. To do so, computer proficient test is the only solution. Pre-employment assessments enable business to weed out the Instagram pros and hone in on the experts. **Why is this important?** Recruiting and hiring talent is a costly endeavor. Some [estimates](https://www.investopedia.com/financial-edge/0711/the-cost-of-hiring-a-new-employee.aspx) put the cost of a single new hire at $4,000 or more. Even for companies that hire only one employee per year, that cost can affect the bottom line. A small investment in [pre-employment testing for technology skills](/computer-skills-test) can assure employers find qualified candidates every time. Confirming applicants have the skills needed to perform their work is critical to making the best hire for every open position. ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** computer skills test, microsoft office tests --- ### [Full-Cycle Recruiting: 6 Steps for Effective and Successful Hiring](https://employtest.com/hrblog/full-cycle-recruiting-steps/) **Published:** September 18, 2025 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes ## **What is Full-Cycle Recruiting?** Full-cycle recruiting, sometimes called end-to-end recruitment, is the process of filling a position in an organization. The practice begins with opening a job vacancy to applicants and ends when a new employee fills the role. Employers tailor their recruitment approach based on different variables, such as company size and hiring urgency. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore the General Skills Test](https://employtest.com/general-skills-assessment-for-applicants/ "General Skills Assessment for Applicants") As an employer, you might think the [hiring process](https://employtest.com/videos/3-steps-to-improve-your-hiring-process/) ends with an employee signing the contract. This isn’t entirely true. Hiring is more than just conducting assessment tests and interviews. The whole recruitment process involves multiple steps to ensure you select the ideal candidate for a position. From employee screening to selection, every stage in full-cycle recruiting is pivotal in securing a successful hire. Smaller firms will typically entrust the entire recruitment process to a single person, such as a recruiter or hiring manager. In contrast, larger companies often devote an entire team to talent acquisition. Different team members may oversee distinct stages of recruitment, which include preparing, sourcing, screening, selecting, hiring, and onboarding. Whether you have an entire team or one person handling these steps, a full-cycle recruiter manages the overall process to finish off with a successful hire. To help you understand the big picture, this article answers the question of what full-cycle recruiting is and breaks down the steps for effective hiring. ## **The 6 Steps of Full-Cycle Recruitment** Acquiring new talent entails following through full-cycle recruitment. From laying the groundwork to welcoming new hires, these strategic phases form the backbone of a seamless and effective recruitment process. Here is how end-to-end recruitment works in six steps: #### **1. Preparing** ![Job,descriptions,human,resources,,employment,,team,management](https://employtest.com/wp-content/uploads/2023/12/shutterstock_638896045.jpg) The preparation stage is where you iron out details about the job. It includes defining the required qualifications, creating clear job descriptions, and outlining candidate profiles. Deciding on compensation and benefits is also part of this phase. Researching competitive salaries and perks will help you develop a compensation package designed to attract and win over top talent. To better see how the preparation step applies, imagine that you are hiring an executive assistant. The preparation stage involves determining the specific skills and experience needed for an administrative assistant, drafting a detailed job description highlighting the key responsibilities, and setting criteria for the ideal candidate. These will pave the way for the next steps. #### **2. Sourcing** ![On Line,jobs,concept,with,magnifying,glass,and,laptop,screen](https://employtest.com/wp-content/uploads/2023/12/shutterstock_199869674.jpg) Sourcing covers various methods to find potential candidates for the role. You may go through job boards, social media platforms, networking, and employee referral programs to spread the word about available positions. Career websites are helpful since they streamline the matching process by finding people with your required skills. You can also post on your company’s website or social media accounts for additional exposure. Opening the position internally to current employees is also a viable option. [Internal recruitment](https://employtest.com/hrblog/internal-recruitment/) can fast-track the hiring process since your employees are already familiar with the company, signaling they’re a good cultural fit. #### **3. Screening** ![Serious,call,center,operator,in,wireless,headset,talking,with,customer,](https://employtest.com/wp-content/uploads/2023/12/shutterstock_1492319759.jpg) After you start receiving applicants, it’s time to start screening them. Here, you evaluate all applicants to identify suitable candidates for the next stage. The analysis starts with resume screening. Reviewing resumes manually or through an applicant tracking system is the initial check to see who meets your criteria. The next step is phone screening, which involves talking to the candidates by phone. This assessment covers basic recruitment questions that can give you a better grasp of the applicant’s personality and qualifications. If all goes well, applicants can proceed to a video screening. This part can be a brief live interview. Alternatively, you may request applicants to submit a pre-recorded video introducing themselves. A video screening provides an opportunity to visually assess someone’s presentation skills, demeanor, and communication abilities beyond what you might glean from a traditional resume or phone conversation. #### **4. Selecting** ![Beautiful,female,employee,in,suit,is,smiling,during,the,job](https://employtest.com/wp-content/uploads/2023/12/shutterstock_588282956.jpg) In this step of full-cycle recruiting, you dive deeper into reviewing candidates. This stage takes the longest time because it can involve several selection methods, such as interviews and, [pre-employment assessment tests](https://employtest.com/). Applicants can go through different interview formats, such as panel, group, or one-on-one interviews with the hiring team Interviews help gather more in-depth information about the applicant’s professional background and qualifications. You can ask [behavioral interview questions](https://employtest.com/hrblog/behavioral-interview-tips/) to know more about the candidate’s personality, decision-making process, and possible responses to various work-related situations. Meanwhile, pre-employment tests help determine whether candidates have the soft and hard skills for the role. These assessments may include personality tests and cognitive ability tests. For technical roles, specific skills tests apply. These tailored exams measure job-related competencies. If you were to look for an accountant, for instance, this stage would cover [accounting tests](https://employtest.com/pre-employment-accounting-test/) that measure candidates’ financial analysis skills and cognitive ability. #### **5. Hiring** ![Business,woman,offer,and,give,hand,for,handshake,in,office.](https://employtest.com/wp-content/uploads/2023/12/shutterstock_2346505375.jpg) By this stage, you have one to three shortlisted candidates. You might consider [reference checks](https://employtest.com/hrblog/reference-check-questions/) to further validate who is the best person for the job. This involves getting in touch with previous colleagues and employers. Background checks should comply with all local and federal regulations. When you’ve settled on a primary candidate, your next step is to extend an offer outlining employment specifics like job title, compensation, benefits, and start date. You may use the offer letter to define all details, including the terms of employment. The candidate then has the option to accept the offer, negotiate the employment terms, or decline in favor of another opportunity. ### **6. Onboarding** ![Onboarding,business,process,concept.,businessman,working,structural,business,onboarding,on](https://employtest.com/wp-content/uploads/2023/12/shutterstock_2360327727.jpg) The onboarding phase begins once the candidate says yes to the offer and signs the contract. This last step involves integrating the new hire into the company culture, ensuring a smooth transition into their role. As part of end-to-end recruitment, the hired individual will undergo any necessary orientation and training programs. It is best practice to communicate with new employees before their start dates for first week details and tasks. The onboarding step also involves providing all the tools and materials the employees need for work ahead of time. Likewise, new hires ideally complete all the paperwork and submit the required documents before their first day. You can also introduce new hires to your team and provide them with a workplace tour, discussing expectations, company culture, and other factors that contribute to success. ## **7 Tips for Successful Full-Cycle Recruiting** You can enhance your end-to-end recruitment process, attract top talent, and create a positive candidate experience by applying these tips, ranging from [diversity hiring](https://employtest.com/hrblog/diversity-hiring-practices/) to building an online presence. ### **1. Widen your sourcing pool** One of the keys to finding the best candidates is broadening your reach and considerations. Reach out to past applicants who were close to being hired in the past recruitment rounds. They might have more experience and skills since their last application. Also, promote open positions within your company. Internal recruitment gives your current employees career growth opportunities. Another method that can expand your sourcing pool is skill or experience-based hiring. This approach disregards an applicant’s lack of formal education. Instead, it focuses on their relevant skills that can outweigh academic qualifications. Being open to this approach exposes your company to a larger talent pool. ### **2. Communicate promptly and consistently** ![Email,inbox,message,list,on,a,computer,laptop,screen,,man](https://employtest.com/wp-content/uploads/2023/12/shutterstock_1594443460.jpg) Timely feedback shows respect for candidates’ efforts and interests. Even if it’s only to convey that they’re not selected, a prompt response fosters a positive candidate experience with your company. It’s also a good idea to keep candidates informed, even if you won’t be hiring them. This practice upholds good relationships among applicants and keeps them engaged. Plus, they might be suitable for future roles or even refer others to your recruitment team. ### **3. Offer flexibility and career development** Flexibility in work hours or remote work options can attract a diverse pool of candidates. Plus, it’s ideal to highlight growth paths within the company to appeal to more ambitious candidates seeking long-term career prospects. ### **4. Tap into technology** Use applicant tracking systems (ATS) and recruitment software to streamline processes, manage candidate data, and automate repetitive tasks. This practice saves time, improves organization, and enhances the recruitment experience for you and job seekers. ### **5. Cultivate a positive employer brand** In today’s digital era, you need an engaging online presence showcasing company culture, values, and employee testimonials. Attracting top talent is easier with a positive employer brand. ### **6. Employ good onboarding practices** A comprehensive onboarding process sets the tone for new hires. When they are welcomed and well-trained, they’re more likely to stay longer and become productive team members. In the long run, good onboarding practices can increase employee retention. ## **Mastering Full-Cycle Recruiting for Success** Recruitment isn’t just about filling positions; it involves various steps pivotal in shaping a high-performing workforce that can fuel organizational success. Each phase contributes to creating an effective recruitment strategy, from initial preparations to final onboarding. The preparation stage sets the tone and defines the guidelines for what the organization needs, while sourcing widens the horizon as you explore talent pools. Screening and selection act as the assessor and conductor, ensuring only the most qualified individuals progress to the next steps. Then, the hiring stage offers the chosen candidate the opportunity to join the team. Finally, onboarding wraps up end-to-end recruitment and jumpstarts the new hire’s journey. To streamline your hiring process, consider using EmployTest to help understand candidate skill levels. With an extensive list of the [best pre-employment assessment tests](https://employtest.com/hrblog/best-pre-employment-assessment-tests/) to choose from, EmployTest can help you make smarter hiring decisions and build a well-functioning team. [Try a free sample test today](https://www.employtest.com/sample-employment-test)! --- ### [The Cost of Poor Customer Service](https://employtest.com/hrblog/the-cost-of-poor-customer-service/) **Published:** May 23, 2024 **Author:** Ken Crowell **Content:** Reading Time: 8 minutes ### **What is the True Cost for Poor Customer Service?** Poor customer service can severely impact a business’s bottom line. Companies risk losing existing customers, damaging their reputation through negative reviews, and incurring higher acquisition costs for new customers. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Customer Service Tests](https://employtest.com/customer-service-aptitude-test) It also leads to decreased customer lifetime value, missed upselling opportunities, and higher employee turnover. You may think that most businesses don’t have the same customer challenges that your organization does. But this couldn’t be further from the truth – and what distinguishes successful businesses from unsuccessful ones is [how they address](https://www.businessinsider.com/successful-businesses-solve-problems-2018-10) these problems. Successful businesses take a more proactive approach, tackling problems as they arise and ensuring that customers are ultimately happy. Still, many companies don’t really understand the [true cost](https://www.dirad.com/blog/unified-communications/the-true-cost-of-bad-customer-service/) of poor customer service. Companies need to realize that investing in a good customer service team is ultimately much less expensive than ignoring its importance and, as a result, providing either poor customer service or not providing any meaningful service at all. Providing an outstanding customer experience should not be considered a “nice” bonus or an “add-on” feature; rather, it should be a basic principle of every company’s mission statement. Poor customer service can result in client loss, low corporate morale, damaged reputation, and increased price sensitivity, among other problems. To combat this issue, organizations should consider using [customer service aptitude tests](https://employtest.com/customer-service-aptitude-test) when hiring staff for customer service. In this article, we’ll discuss: - [The Impact of Customer Dissatisfaction](#impact) - [Consequences of Bad Customer Service](#consequences) - [Poor Customer Service: An Example](#example) - [Effects of Customer Dissatisfaction on Your Business](#effects) - [Where Does Poor Customer Service Stem From?](#where-does-it-stem-from) - [What About Internal Customers?](#internal) - [Avoiding the Risk of Customer Dissatisfaction with Customer Service Tests](#conclusion) ## **The Impact of Customer Dissatisfaction** Did you know people are predisposed to remember bad events more vividly than positive ones? According to a [study](https://www.psychologicalscience.org/news/releases/new-study-suggests-we-remember-the-bad-times-better-than-the-good.html) published by the Association for Psychological Science, negative stimuli have a greater influence on the brain than positive stimuli. Researchers assume that this is directly correlated to our innate ability and desire to survive. Customers will avoid a repeat of those negative experiences in the future if they clearly remember the past bad ones. This implies that customers who have a bad experience with a particular business may forever identify a brand with that bad experience – and take their business elsewhere. This is why there’s a special emphasis on the [importance of customer service](https://blog.hubspot.com/service/importance-customer-service#:~:text=Customer%20service%20is%20important%20to,and%20provides%20testimonials%20and%20reviews.). Businesses should ensure that they have employees with the ability to handle all customer interactions in a positive way. A good way to ensure that potential employees have transferable skills for customer service is through[ pre-employment testing](https://employtest.com/customer-service-aptitude-test). ![The Cost Of Poor Customer Service](https://employtest.com/wp-content/uploads/2021/12/The-Cost-of-Poor-Customer-Service-.jpg "The Cost Of Poor Customer Service")## **Consequences of Bad Customer Service – What Does Data Say?** In 2020, CCMC (Customer Care Measurement & Consulting) conducted a [National Customer Rage study ](https://research.wpcarey.asu.edu/services-leadership/research/research-initiatives/customer-rage/)centering on customer dissatisfaction experiences in the United States. The [research](https://research.wpcarey.asu.edu/services-leadership/research/research-initiatives/customer-rage/) showed that dissatisfied customers are 22% less brand loyal than non-complainers. Only when complaints are satisfactorily resolved does brand loyalty improve. Given that the majority of complainers are dissatisfied, corporate America is implementing customer service programs that may cost them customers. CCMC also reported that companies may be losing more customers than they are keeping due to bad customer service. While customers are more satisfied with the service they receive after they complain, 58% of complainants reported receiving “nothing” in return. Although social media is a [significant factor](https://www.revechat.com/blog/top-9-ways-social-media-impacts-businesses/) in customer experience and satisfaction in 2020 (compared to prior decades), findings are still alarming and call for immediate action: 14% of customers have posted their complaints at least once on social media, 49% have never received a response to their social media complaint, 66% of households experienced a product or service problem in the past 12 months, and finally – 65% of customers who faced an issue of some kind experienced customer rage. Between all of these figures combined, a total of $494 billion in revenue is at stake for the businesses for not taking better care of customers. ## **Poor Customer Service: An Example** Bill McFarlan, journalist and Managing Director of one of Britain’s major media consultancies, argues in his book “Drop the Pink Elephant” that in the age of social media, the customer experience plays an [essential role](https://pinkelephant.co.za/how-to-build-a-customer-experience-strategy/) in how the message of the business is conveyed. A single negative customer review can have a [major impact](https://www.forbes.com/sites/forbesagencycouncil/2019/01/15/online-reviews-and-their-impact-on-the-bottom-line/?sh=44a5c03b5bde) on a company’s reputation and bottom line. McFarlan says that today’s businesses are focused on simply delivering the message without considering the consequences of negative parts of the message, which is why he advises against using negative words like “no”, “never”, “nowhere”, “nothing”, etc. Even if it’s a “tongue-in-cheek” marketing effort, businesses should avoid anything that could have a negative connotation. Long before social media came around, businesses used to tell each other, “The customer is always right.” Today, not only is the customer right, but [they are armed](https://toughnickel.com/industries/How-1-Angry-Customer-can-Ruin-your-Online-Reputation). With online businesses thriving, competition is greater than ever, which means that the moment a customer becomes dissatisfied (sometimes for a good reason), they can look elsewhere, and they will gladly do it. In the process, they just might use the opportunity to drag a business down and harm their reputation. Here’s an example of the consequences of bad customer service. A day after the New York Post [reported](https://nypost.com/2014/08/06/hotel-that-fines-guests-for-bad-reviews-gets-a-taste-of-justice/) on the Union Street Guest House’s policy of charging visitors $500 for unfavorable online reviews, the hotel’s Yelp and Facebook page accounts were bombarded with nasty remarks. Although the hotel removed the $500 policy from its website and claimed it was just for fun, at least one negative Yelp review from 2013 claims the owner did genuinely try to collect $500. Over [3000 inappropriate reviews](https://www.yelp.com/not_recommended_reviews/union-street-guest-house-hudson?removed_start=10) bombarded the business – making this a prime example of the cost of poor customer service. ## **Effects of Customer Dissatisfaction on Your Business** Brands are held more accountable than ever before for their online and offline conduct. Just a few decades ago, if a client was displeased with a product, their best hope was to receive a refund – if they wrote a complaint letter. They would probably want to vent and release the tension caused by poor customer service before calling it a day. Today, things get more heated, to say the least. Businesses must change to keep customers satisfied, according to [Forbes Customer Experience Predictions for 2021.](https://www.forbes.com/sites/adrianswinscoe/2020/12/17/11-customer-experience-related-predictions-for-2021/?sh=11a567a83684) Digital channels are more important than ever for customer engagement and satisfaction. For many customers, the customer experience will be critical. Businesses must understand the consequences of a poor customer service experience. [More than 90%](https://clouddamcdnprodep.azureedge.net/gdc/gdcPiLLQw/original?ocid=mkto_eml_EM582302A1LA1) of Americans consider customer service when deciding whether or not to do business with a company. Poor customer service leads to customer dissatisfaction, which in turn may lead to lower conversion rates of potential customers. Before completing a purchase, some prospects want to interact with the business by asking more about their service. And if a potential customer has a negative experience during that interaction, they may decide not to take their business elsewhere. On top of that, customer service experience can have a significant [influence on customers’ LTV ](https://clearaction.com/customer-lifetime-value-prioritizes-customer-experience-management/)(Lifetime Value). It is far more expensive to acquire new customers than to retain the existing ones. As a result, businesses must focus on providing great customer service and experience rather than spending extra money on marketing and new customer acquisition. Finally, because the customer care team works diligently to handle consumer concerns, businesses [risk losing employees owing to increased job fatigue ](https://www.workforcesoftware.com/blog/exhausted-employees/)and stress. The less stress the customer support team feels as a result of unhappy customers, the more motivated they will be to continue delivering outstanding service to all clients. ![Effects Of Customer Dissatisfaction On Your Business](https://employtest.com/wp-content/uploads/2021/12/Effects-of-Customer-Dissatisfaction-on-Your-Business.jpg "Effects Of Customer Dissatisfaction On Your Business") ## **Where Does Poor Customer Service Stem From?** Pinpointing the exact reason for poor customer service can be difficult and dependent on the industry. But there are a few common reasons why customers feel frustrated and vent on social media and review sites: 1. #### Lack of training on how to properly handle difficult situations Contrary to the popular belief, customer service representatives aren’t innately knowledgeable about handling customer complaints. The right tone of voice, [communication skills, and empathy](https://freshdesk.com/customer-service-skills/guide-empathy-customer-service-blog/) go a long way in successfully resolving issues and handling conflict. Customer service excellence training can provide staff with tried-and-true methods for dealing with problems. It can teach the representatives how to de-escalate a difficult situation, remain calm and use emotional intelligence to develop relationships, and serve customers using their natural talents. These abilities can reduce most common customer service complaints. 2. #### Lack of knowledge on the products, services, or policies in general Businesses should ensure that customer service staff are trained on their products and services. Giving them access to the most recent training materials and exposing them to de-escalation tactics [will give them an advantage](https://explorance.com/blog/4-key-benefits-customer-service-training-programs/#:~:text=What%20quality%20customer%20service%20training,which%20leads%20to%20increased%20productivity.). Furthermore, keeping employees up to date on the current policies is straightforward by ensuring they can access their employer’s most recent policy pages. Adding tutorials, product information, or building a FAQ page online will help to answer most questions, preventing consumers from having to contact customer support. 3. #### Backlog of workload There are times when the customer service team feels overwhelmed, especially when schedules are suddenly changed, when staff changes, or when a holiday season comes. Employees can learn to be more productive despite having to deal with those challenges, as well as deadlines, meetings, interruptions, phone calls, e-mails, and crises, which are all part of each team member’s day-to-day tasks. Businesses can help employees learn to work smarter – not harder – to manage the limited available time with time management coaching. 4. #### Inability to make an impact and successfully resolve issues Employees want to make a difference and [handle problems on their own](https://www.lessonly.com/blog/4-ways-empower-customer-service-reps/). When their hands are tied and they can’t make on-the-spot decisions, frustration sets in. By changing rules to allow frontline staff to problem solve on their own, they feel empowered and their work feels like it’s contributing to the company’s broader goal. ## **What About Internal Customers?** Co-workers are dependent on each other, as well as the larger systems in which they work. When an employee considers their co-workers to be internal customers, the work they do and the attitude with which they do it changes tremendously. It’s reasonable to think that developing an internal customer service culture will be productive and profitable for the business. Preventing another employee from performing their job well can affect your own or other teams in the company. Similarly, employees would never tell their customers that they are “busy” and that they should come back to them with the same request later during the day. Instead, they should go above and beyond to help them. Unfortunately, in a company where there is poor internal customer service, this type of attitude is common. These “interruptions”, which can take employees away from their tasks for a short while, are vital to the company’s success, as they help another employee serve the external customer more efficiently. In one way or another, all company employees work for the external customer – directly or indirectly. Adequate internal customer service enhances employee morale, productivity, employee retention, external customer service, and, ultimately, the bottom line. “There is no firm without each other,” Forbes’ Micah Solomon argues. “We empower our coworkers to assist their customers and make magic happen by serving them. We acquire respect and raise overall value with others within the organization as a knowledgeable and approachable person by enhancing our internal customer service skills.” ## **Avoid the Risk of Customer Dissatisfaction With a Customer Service Skills Test** As we’ve seen, the cost of poor customer service can be huge. And providing quality customer experience is not an easy task by any means. According to a [study](https://www.accenture.com/us-en/insights/digital/connecting-collaborating-crushing-it) by Accenture, 87% of organizations agree that traditional experiences no longer satisfy customers. Due to ever-growing competition, increased brand loyalty, and online presence on social media, customers today have incredibly high expectations of businesses. A staggering [68% of customers](https://cdn2.hubspot.net/hubfs/2771217/Content/2018%20Customer%20Service%20Expectations%20Gladly.pdf) reported they would be willing to pay a premium for products and services from a brand, if they were sure they would receive stellar customer support. This statistic shouldn’t come as a surprise, as the majority of US customers are grossly dissatisfied with the quality of customer support they received, as reported by the CCMC’s [National Rage Case Study](https://research.wpcarey.asu.edu/services-leadership/research/research-initiatives/customer-rage/). Businesses lose more money attempting to gain new consumers than they would if they just improved client retention. Giving clients no reason to take their business elsewhere is a foolproof approach to do this. Customers are more loyal to firms that respond to and resolve their complaints, as [reported](https://khoros.com/blog/must-know-customer-service-statistics) by 83% of customers. Businesses that prioritize better customer service experiences can raise revenues by[ 4% to 8%](https://www.bain.com/infographics/five-disciplines/) over their market competitors. As customers’ LTV decreases and the conversion rate of leads plummets, poor customer service has a tremendous impact on the bottom line. Businesses should strive to find the top talent for their customer support team and provide them with proper training so the team is able to better serve the customers. EmployTest provides a number of [pre-employment assessment tests](https://employtest.com/) to assist with adequately testing candidates for these critical skills. Optimize your hiring process with proven strategies – [download our case studies/success stories for insights](https://employtest.com/case-studies/)! **Blog Categories:** customer service aptitude test, customer service tests, pre-employment testing --- ### [10 Interview Techniques for Employers and Hiring Managers](https://employtest.com/hrblog/interview-techniques-for-employers/) **Published:** February 19, 2024 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes > ### **What is the most effective method for interviewing candidates?** To effectively interview candidates, use a structured approach that includes thorough applicant research, rapport building, bias avoidance, appropriate questions, active listening, pre-employment testing, follow-up question preparation, candid feedback provision, and post-interview communication. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Microsoft Office Tests for Hiring](https://employtest.com/microsoft-office-skills-test/) Candidates often practice for an interview, trying on their new clothes to nail the physical appearance, practicing conversation, and learning how to take control of mannerisms that could make them come across as nervous. But how do you manage your job interview techniques as the hiring manager or part of the hiring team? In a recent whitepaper by Robert Walters, [**61% of job seekers**](https://www.robertwalters.cn/insights/hiring-advice/blog/robert-walters-whitepaper-interview-process.html) consider their interview experience a huge factor in shaping their perception of a potential employer. Whether you’ve been managing human resources for years or you’re still new to the position, there’s always room for improvement in your skills as an interviewer. To up your interview game before the next potential candidate walks into your office, we’ll share 10 battle-tested interview techniques for HR managers and employers. ### **What Makes A Good Job Interview?** A successful job interview is all about creating a positive and productive conversation. This conversation allows both parties to assess the suitability of the candidate for the position. The interviewer’s role in this process involves asking open-ended questions while also providing information about the company culture. And of course, demonstrating professionalism and respect, along with prompting engagement from the interviewee. Certainly, the interviewee should come prepared to articulate their skills and experience, confidently and professionally. A well-seasoned interviewer knows the best job interview techniques, which makes the process easier by inviting the interviewee to ask thoughtful questions. ### **Why You Should Improve Your Interview Techniques** [**Upskilling**](https://www.trakstar.com/blog-post/upskilling-buzzword-mean/) is one of the most popular terms within the HR space right now, and it’s not just for entry-level roles. As an employer or hiring manager, sharpening your interviewing skills is a game-changer when it comes to hiring the perfect candidates for your team, giving you a major edge over your competitors. #### **Attract top talent** To stand out in a candidate-driven market, you need to be able to attract the best and brightest talent to your organization. One of the best interview techniques for hiring managers is having a positive and professional interview process. When candidates feel like they are being interviewed by someone who is knowledgeable, respectful, and good at their job, they are more likely to be interested in working for your company. #### **Make better hiring decisions** Conducting effective interviews helps identify the right candidates for your organization. By asking the right questions and assessing their answers, you can determine their skills, experience, and motivation. This results in informed hiring decisions that benefit both the company and the candidate, while reducing [**costly high turnover rates**](https://talogy.com/en/blog/the-impact-of-a-bad-hire/), saving time and money. #### **Improve your employer brand** A positive interview experience can reflect well on your company and enhance your employer brand. When candidates have a good experience interviewing with your organization, they are more likely to tell their friends and colleagues about it. #### **Stay ahead of the competition** Hiring is getting tougher than ever, and you need to do everything you can to stay ahead of the competition and know the best interview techniques for hiring managers. By improving your job interview techniques, you can increase your chances of hiring the best candidates and building a strong team. It can even help you spot rising stars, those candidates with less experience but abundant potential. ## **10 Interview Techniques For Employers and HR Managers** To become adept hiring managers, it is crucial to refine your skills by applying industry-approved [**interview best practices**](https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/01/04/interviewing-etiquette-101-15-best-practices-for-hiring-managers-and-headhunters/?sh=65a60ad321be)**.** Here are the go-to tactics and interview techniques for hiring managers: ## **![Employers Using Effective Interview Techniques Lead To Happy Candidates](https://employtest.com/wp-content/uploads/2017/10/Employers-using-effective-interview-techniques-lead-to-happy-candidates-300x207.jpg "Employers Using Effective Interview Techniques Lead To Happy Candidates")** #### **1. Research Applicants Thoroughly** Before inviting someone to interview, spend time researching their background. Carefully review resumes, portfolios, and LinkedIn profiles. Being knowledgeable about their background demonstrates your commitment and sets the tone for a more insightful conversation. Use what you learn to craft customized questions based on their experiences, knowledge gaps, and career goals. #### **2. Establish Rapport** You can establish a positive and inviting interview atmosphere by building rapport with your candidates. First, greet them with a genuine smile and introduce yourself warmly. Offer them a comfortable seat and engage in some light conversation to help them feel more relaxed. Highlight positive aspects from their application to show that you’ve reviewed it carefully and to build their confidence. Remember to maintain eye contact and avoid controversial topics to demonstrate respect and professionalism. By building rapport, you encourage candidates to express themselves authentically and create a meaningful interview experience. #### **3. Avoid Unconscious Bias** To build a [**diverse and inclusive workplace**](https://employtest.com/hrblog/diversity-hiring-how-to-create-an-inclusive-workplace/), remove any unconscious bias in your hiring process. You should base hiring decisions only on job-related skills, achievements, education, and abilities. Don’t let factors like gender, race, religion, or other personal qualities affect your choices. One way to reduce bias is to use standardized processes. Ask all candidates the same questions and evaluate their answers fairly, and make sure your colleagues on the hiring team do this as well. Don’t ask questions that aren’t related to the job, and be aware of your own biases so you can avoid letting them influence your decisions. [**Pre-employment tests**](https://employtest.com/tests/) can also help to avoid unconscious bias in hiring. Standardized assessments center on job-relevant skills and qualifications, reducing subjective factors and making more objective hiring decisions. #### **4. Use The Right Job Interview Questions** Interviews help you evaluate candidates beyond surface-level responses. With the right interview questions, you can assess their critical thinking, technical abilities, communication skills, and other intangibles to find a well-rounded fit for your organization. Avoid resorting to cliché questions like, “What are your strengths and weaknesses?” Instead, craft situational questions that reveal problem-solving strategies, grace under pressure, and the capacity to handle complex challenges. Here are some examples of situational job interview questions to ask: - Tell me about a time when you had to solve a problem under pressure. What was the situation, and how did you handle it? - Describe a situation where you had to work with a difficult team member. How did you manage the relationship and achieve your goals? - Give me an example of a time when you had to communicate complex information to a non-technical audience. How did you ensure that your message was clearly understood? #### **5. Actively Listen** Although you’re the one conducting the interview, the candidate should do most of the talking. The Balance suggested [**practicing how to be a good listener**](https://www.thebalance.com/how-to-improve-your-interview-technique-2061322) so you don’t waste any time during the meeting. Resist distractions and give full attention to applicants as they respond. The best job interview techniques are to maintain eye contact, take notes, and ask thoughtful follow-ups to learn as much as possible in your limited time. Actively listening to candidates during interviews can improve your recall and provide additional insights you may have otherwise missed. This approach can also make candidates feel valued and appreciated, which can encourage them to open up and share more about themselves. #### **6. Sell Your Workplace Culture** Give candidates an honest description of the job, including its responsibilities, challenges, and expectations. Transparency helps candidates make informed decisions. Emphasize the positive aspects of your company, such as your values, community, perks, and career growth opportunities. Remember, skilled candidates often receive multiple job offers, so it’s important to convince them to choose yours. #### **7. Use Pre-Employment Tests** [**Pre-employment tests**](https://employtest.com/tests/) reveal insights into a candidate’s skills, personality, and cognitive abilities before you meet them in person. You can confirm the abilities and traits they claim on their resume. One way to incorporate pre-employment tests is to have candidates complete them online as a first step. Choose tests that align with the core competencies needed for the job. For customer service positions, test for [**typing skills**](https://employtest.com/typing-and-data-entry-speed-tests/), and [**emotional intelligence**](https://employtest.com/emotional-intelligence-profile-for-applicants/). For analysts, test their [**problem-solving**](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) and critical thinking. Review results carefully and flag inconsistencies to explore further during the interview process. On the flip side, [pre-employment assessment tests](https://employtest.com/) can also reveal hidden strengths such as creative thinking or strategic skills. Many tests have follow-up interview questions based on test results, which help you dig into any topics in which they scored poorly. #### **8. Practice How To Answer Follow-Up Questions** At the end of the interview, you should ask your candidates if they have any questions. A qualified, interested candidate should have prepared questions ready for you, so be sure you know how to answer them. Be ready to talk about salary, benefits, work perks, working environment, and other common factors candidates are interested in that you may not have discussed during the interview. #### **9. Give Candid Feedback** Even when rejecting applicants, consider providing feedback about why you didn’t select them. Helping candidates understand shortcomings allows them to improve for future opportunities. Giving caring closure also demonstrates empathy and reflects well on your brand as an employer. Here are some tips for giving candid feedback: - Be specific and objective. Avoid making general statements like “you’re not a good fit” or “you don’t have the skills we’re looking for.” Instead, focus on specific areas where the candidate fell short. For example, you might say, “Your experience in X is not as strong as we would have liked” or “Your communication skills could use some improvement.” - Be respectful and professional. Even though you’re rejecting the candidate, it’s important to be respectful of their time and effort. Thank them for coming in for an interview, and let them know that you wish them the best in their future endeavors. - Offer suggestions for improvement. If possible, offer suggestions for how candidates can improve their skills or experience. This can be helpful for candidates who are genuinely interested in improving themselves. #### **10. Follow Up After The Interview** After the interview, send the candidate a thank-you note or email. This shows that you appreciate their time and consideration. It’s also a good opportunity to reiterate your interest in the candidate and provide them with any additional information they may need. Keep in mind that these job interview techniques for hr managers and employers are just general suggestions. Don’t forget to add your flare, and always aim to make every interview the best one yet! ## What to Avoid When Interviewing Candidates When interviewing job candidates, knowing what not to do is just as critically important as knowing the right techniques. Here are common mistakes to avoid: - **Asking discriminatory questions:** Steer clear of queries about age, race, religion, or family status. - **Dominating the conversation:** Let the candidate speak. Aim for an 80/20 split, with the candidate talking more. - **Making snap judgments:** Avoid deciding too quickly. Give each candidate a fair chance throughout the interview. - **Overselling the position:** Be honest about the role to ensure a good fit for both parties. - **Neglecting interview preparation:** Always review the candidate’s resume and prepare questions beforehand. - **Not using pre-employment tests:** Skip valuable tools that assess skills and fit objectively. These tests provide data on candidate abilities, reducing bias and improving job matching. Use validated, job-related assessments to complement interviews and make better hiring decisions. ### **Interview Techniques for Employers: Continuously Improve Your Interview Process** The world of talent acquisition is constantly changing, with new techniques and best practices emerging regularly. Stay up-to-date on these developments by reading industry publications, attending workshops and conferences, and networking with other HR professionals. Incorporate tools such as [**pre-employment testing**](https://employtest.com/tests/) and video interviewing into your process to improve its effectiveness. ### **Interview Techniques for Employers: Wrapping it Up** Conducting lackluster interviews has severe consequences, but when done right, interviews serve as the ultimate recruiting edge. As your experience grows, you’ll develop instincts for interpreting verbal and non-verbal cues, craft custom questions, and research candidates thoroughly. Prioritizing these areas leads to faster hiring, better onboarding, and a seamless talent pipeline. Becoming a talented interviewer is essential for hiring all-stars and fueling your organization’s goals. Enhance your hiring strategy with expert tips: [read our comprehensive guide now](https://employtest.com/helpful-tools/)! **Blog Categories:** Hiring Tips --- ### [Why a Grammar Test is a Must-Have for Job Interviews](https://employtest.com/hrblog/grammar-test-for-job-interview/) **Published:** August 9, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### **What is a spelling and grammar test for a job interview**? ***A grammar test evaluates a candidate’s ability to use correct grammar in writing. It measures knowledge of syntax, punctuation, and sentence structure. Employers use this test to ensure candidates can write clearly and accurately, crucial for effective communication in many jobs.*** [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Office Grammar Skills Test](https://employtest.com/basic-employment-skills-test/) **In this article:** • Why grammar matters beyond writing roles • How grammar tests reveal true communication skills • Ways grammar tests save time and improve hiring accuracy • What a good grammar test should include • How to easily integrate grammar testing into your hiring flow --- We’ve all seen it. A resume claims the candidate is “detail-oriented,” but they misspell “attention” in the next line. Or worse, a smooth-talking interviewee sends a thank-you email that makes your eyes twitch. The fix? Use a [pre-hire office grammar and spelling test for job applicants](https://employtest.com/office-grammar-and-spelling-test/) as part of your workflow. The answer is simple: Use a grammar test for job interviews. Grammar skills assessments typically employ a range of questions, including: - Spelling - Grammar - Proofreading A grammar test for job interviews evaluates a candidate’s command of written communication—checking for correct grammar, punctuation, and sentence structure. It’s not just about avoiding typos—it’s about spotting candidates who bring clarity, professionalism, and attention to detail to your company’s communications. ### **Why Grammar Matters More Than You Think** While some may argue that grammar is not essential for every position, good grammar is a strong indicator of professionalism, attention to detail, and clear communication skills: all essential qualities for any successful employee. Every email, report, and presentation reflects on your company. [Poor grammar](https://www.businessnewsdaily.com/15126-spelling-grammar-matter.html "Poor grammar ") can lead to misunderstandings, lost clients, and even damage to your reputation. Most people *think* their grammar is good, but studies show otherwise. [Business Insider](https://www.businessnewsdaily.com/15126-spelling-grammar-matter.html "Business Insider") reports that “people who think they’re great at spelling, grammar, and reading comprehension often aren’t as strong in these realms as they think.” > > ***“Grammar signifies more than just a person’s ability to remember high school English. People who make fewer mistakes on a grammar test also make fewer mistakes when they are doing something completely unrelated to writing.”*** > > [-Kyle Wiens, ](https://theundercoverrecruiter.com/grammar-teeth/)[CEO](https://theundercoverrecruiter.com/grammar-teeth/) of iFixit and Dozuki ![Grammar test for job interview](https://employtest.com/wp-content/uploads/2024/08/image.jpeg)## **How a Spelling and Grammar Test for Job Interview Can Help You Hire the Best Candidates** If you want to build a team of top performers, using grammar tests for job interviews can be a powerful tool in your hiring arsenal. Here’s how these tests can help you spot the cream of the crop among the sea of applicants: #### **Spot Great Communicators** Grammar tests help you look past polished resumes (many of which were written or proofed by AI) and see the real skills underneath. Here’s how they help you hire smarter: #### **Save Time in the Hiring Process** When everyone’s resume looks perfect (thanks, ChatGPT), grammar tests offer a quick filter to separate strong communicators from the rest. Less time wasted, more interviews with qualified candidates. #### **Predict Job Performance** Good grammar often links to strong [attention to detail](https://employtest.com/hrblog/why-use-attention-to-detail-skills-test/). Candidates who ace a grammar test are more likely to follow instructions, [double-check their work](http://employtest.com/hrblog/attention-to-detail-skills), and communicate issues effectively. #### ****Keep Standards Consistent**** Good grammar matters when hiring for marketing, customer service, or IT. Using the same grammar test for all roles creates a baseline for communication skills company-wide. #### **Protect Your Company’s Professional Image** Every message your team sends shapes how clients and partners see your company. Hiring people with solid grammar skills protects your reputation, strengthens relationships, and builds trust. You’ll have fewer misunderstandings, avoid [costly errors](https://www.businessinsider.com/mistakes-and-typos-that-caused-disasters-2019-4), and stronger business relationships. #### **Make Data-Driven Decisions** Going with your gut can be risky. Grammar test results give you real data on candidate skills—so your hiring decisions are based on facts, not just good interviews. ### **Grammar Test for Job Interview: How It Works** A solid grammar test covers more than just grammar rules. Look for assessments that include: - Grammar: Subject-verb agreement, verb tense, pronoun usage, etc. - Punctuation: Commas, semicolons, apostrophes, etc. - Sentence Structure: Clear and concise writing, avoiding run-on sentences or fragments. Some may even test vocabulary and writing style. And with mobile-friendly options, candidates can take them anytime—so you get insights, fast. EmployTest offers a variety of grammar tests that are tailored to different industries and job roles. Our [employment skills assessment tests](https://employtest.com/) are designed by experts and are proven to be reliable and valid. ### **How to Use a Grammar Test in Your Hiring Process** You don’t need to overhaul your entire hiring process. Here’s how to work in a grammar test without adding more to your plate: - **Pre-Screening:** Use the test early to weed out weak communicators before interviews start. - **Decision-Making:** Pair the grammar test results with interview notes, experience, and behavioral assessments to make more confident final choices. ### **The Bottom Line** Using a [grammar test for job interviews](https://employtest.com/grammar-tests/) is a solid investment for any company that values clear and effective communication. By incorporating grammar tests into your hiring process, you can save valuable time, enhance productivity, and safeguard your company’s professional reputation. Need more than just a grammar test for job interviews? See how testing tools can transform your hiring process in this [two minute video](https://employtest.com/videos/make-smarter-hiring-decisions/)! **Blog Categories:** Hiring Tips --- ### [6 Best Pre-Employment Assessment Tests to Hire Top Talent](https://employtest.com/hrblog/best-pre-employment-assessment-tests/) **Published:** January 9, 2025 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes ### What is a pre-employment assessment? The three most common pre-employment tests are job knowledge tests evaluating skills for the role, integrity tests measuring attitudes about rules and policies, and personality tests assessing traits like motivation and values. These screenings help identify top candidates during hiring. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Basic Employment Skills Test](https://employtest.com/basic-employment-skills-test/) It can be tough to find a job candidate that perfectly fits your company’s needs. Imagine sifting through multiple applications only to pick a few. How can you make the search easier and faster to hire the best person for the job? The answer lies in a **pre-employment assessment test**. Pre-employment skills testing is an effective recruitment practice, providing objective data to help you identify the top candidates for a given role. This hiring assessment test offers valuable insights about each applicant and also reveals the best talent with the knowledge, skills, and traits you require. For a fast, job-relevant screen, try [adaptability assessment test for applicants](https://employtest.com/adaptability-assessment-test-for-applicants/ "Adaptability Assessment Test for Applicants") as part of your workflow. Knowing job applicants beyond resumes and interviews is crucial to picking the right one. So, let’s delve into this job profession test and the different types you may use to build a stellar workforce. ## **What is Pre-Employment Testing?** Pre-employment or pre-employment assessment testing is an objective way to predict your candidate’s job performance and personality. It involves questionnaires and practical tests to assess them in a range of factors, including the following: - Cognitive abilities - Job-related skills - Personality - Emotional intelligence - Cultural fit You can use pre-employment assessment test results to complement your hiring process. The goal is to holistically identify the candidates who align best with your requirements without missing any detail. Pre-employment testing is highly popular among most enterprises. For instance, [79% of HR professionals](https://www.shrm.org/about-shrm/press-room/press-releases/pages/new-shrm-research-makes-the-case-for-skills-based-hiring.aspx) say scores on skills assessments are as important as other traditional hiring qualifications. As more organizations hop on this trend, you could do the same to remain competitive in the labor market. ## **6 Advantages of Pre-Employment Testing** Pre-employment assessments are a type of professional employment test that lets you make data-driven decisions when choosing candidates. Here are specific benefits you can get from utilizing this employee assessment test. ### **1. Gather objective data** While resumes and interviews are vital in the initial stages of recruitment, they aren’t enough to thoroughly understand your candidates. For starters, they aren’t reliable. Applicants may lie and make up educational backgrounds and work experiences, which [55% of Americans](https://standout-cv.com/usa/study-fake-job-references-resume-lies#how-many) are guilty of. They also provide zero information about the applicant’s practical skills—something you can only prove via tests. Additionally, members of the interviewing team tend to have different opinions on who the best candidate is. Using pre-employment tests helps the hiring team make objective, data-driven decisions that aren’t based on interviewers’ opinions. ### **2. Avoid hiring errors** Believe it or not, companies often hire the wrong people. CareerBuilder reports that [74% of small business employers](https://resources.careerbuilder.com/small-business/survey-3-in-4-small-business-employers-have-hired-the-wrong-person) recruit employees who don’t align with their roles, resulting in expenses of up to $10,000 for each wrong hire. Aside from being resource-intensive, an unfit employee also produces lower work quality, which may impact your business’s overall performance. ![Choosing,good,leader,worker,from,the,crowd,of,bad.,hr.](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1103025191.jpg) Avoid this problem by confirming that your candidate fits the role with a pre-employment test. Use the test to identify red flags before extending a job offer and minimize the risk of hiring someone who might drag your company down. ### **3. Reduce time-to-hire** In recruitment, [time-to-hire](https://join.com/glossary/time-to-hire) ranges from a few days to over a month, but taking too long can lead to slower operations. A longer time frame might also backfire and encourage candidates to switch to other employers that can make a faster hiring decision. So, pick up the pace by including pre-employment tests in your hiring operations. They efficiently screen candidates and gather valuable data, so you can prioritize evaluating the most promising candidates. This approach streamlines your decision-making processes and prevents top talent from slipping away to competing job offers and opportunities. ### **4. Remove hiring bias** Unconscious biases influence your hiring decisions. Some hiring managers tend to favor applicants who graduated from renowned universities and colleges, or those who have work experience in big-name companies. These biases cloud your judgment and can lead to hiring mistakes. ![Low,angle,view,of,happy,businesswoman,with,disability,using,card](https://employtest.com/wp-content/uploads/2023/10/shutterstock_2124023477.jpg) There are also various federal guidelines in place to promote [diversity and inclusivity in hiring](https://employtest.com/hrblog/diversity-hiring-practices/). For example, the [Americans with Disabilities Act (ADA)](https://www.dol.gov/general/topic/disability/ada) and [Title VII of the Civil Rights Act of 1964](https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964) protect job candidates from discrimination based on religion, race, national origin, and similar factors. However, despite these regulations, [61% of employees](https://www.nasdaq.com/articles/6-statistics-to-better-understand-the-extent-of-discrimination-in-the-workplace) still suffer from discrimination at work. Fortunately, you can mitigate prejudice by implementing pre-employment assessment tests. By doing so, you evaluate candidates solely on their job-related skills and competencies, regardless of attributes like educational degrees and work history. ### **5. Increase employee retention** Worker retention is crucial to a productive workplace, but poor recruitment practices undermine it. In fact, [80% of turnovers](https://www.forbes.com/sites/forbescoachescouncil/2019/10/16/how-good-is-your-hiring-process/) occur due to bad hiring decisions, where employees don’t fit the role’s requirements or culture. Unfortunately, mismatched employees tend to underperform and leave the company for a position that better matches their skillset. So, leverage pre-employment tests when selecting candidates who will likely stay. Consider those who score high in the following areas: - Curiosity and passion for learning - Leadership qualities - Desire to achieve - Communication skills - Intrinsic motivation Ultimately, candidates with these characteristics can contribute to your company’s success. ### **6. Improve employee productivity** Unproductive teams are a cause for frustration. It hurts your company’s overall performance and drags hardworking employees down, potentially leading them to leave for a better workplace. Worst of all, it’s a [costly problem](https://www.fastcompany.com/90916552/whats-the-actual-cost-of-unproductive-employees-more-than-you-think), so it’s best to do everything possible when countering potential bad hires. Screening prospective hires via pre-employment tests lets you predict the most productive applicants to prioritize. Once you identify who can keep up with your fast-paced work environment, you can build a more efficient workforce delivering high-quality outputs in record time. ## **5 Types of Pre-Employment Assessment Tests** The following pre-employment tests offer unique insights into how each candidate would fit in your company. These tests aren’t exclusive to a particular purpose, so you may combine them to create a more comprehensive evaluation process for better-informed hiring decisions. ### **1. Job-specific skill test** This test assesses a candidate’s proficiency in the skills they need to perform well in the role. In turn, you reduce the risk of hiring someone unequipped. ![Focused,young,african,american,businesswoman,or,student,looking,at,laptop](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1361068373.jpg) Let’s say you’re hiring an administrative assistant. You could start by testing each candidate on basic Microsoft Office skills, such as Outlook or Excel, which will show their proficiency with each program. Then, proceed to more basic skills, like attention to detail, writing skills and reading comprehension. ### **2. Industry knowledge test** It helps to assess the candidates’ understanding of your sector to ensure they have knowledge of their job functions (not skills)t. Here, an industry knowledge test evaluates their awareness of trends, regulations, best practices, and critical concepts. Let’s follow the earlier example and say you’re a manufacturing company hiring an accountant. Consider this test to evaluate the applicant’s knowledge of [Generally Accepted Accounting Principles (GAAP)](https://www.ojp.gov/sites/g/files/xyckuh241/files/media/document/GAAP_Guide_Sheet_508.pdf) and manufacturing-related financial metrics. Use the test to ensure your new accountant can use industry-specific insights to manage company finances during challenges or transformations. ### **3. Emotional intelligence test and behavioral tests** This test deals with the candidates’ ability to recognize and manage emotions. It evaluates how they interact with others, behave under pressure, and respond to workplace conflicts. Plus, it gauges their [soft skills](https://employtest.com/videos/hiring-for-soft-skills/), such as the following: - Empathy - Communication - Teamwork - Conflict resolution - Adaptability An ideal administrator collaborates with different departments and clients. Using an emotional intelligence test, present scenarios that involve financial discussions with stakeholders. Then, you can determine the candidate’s ability to respond professionally, yet empathetically, to these situations. An emotional intelligence test is a type of behavioral test that assesses jobseekers’ behavioral tendencies. It mainly delves into how they approach tasks and interact with others, especially in high-stress situations in the workplace. ### **4. Situational judgment test** Evaluating how candidates react in various workplace situations is also essential. A situational judgment test helps you assess this attribute by presenting hypothetical scenarios where candidates choose the best courses of action. Based on their responses, gauge their critical thinking, empathy, and professionalism. ![Image,of,a,woman,in,a,suit,interviewing](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1966525651.jpg) Your situational judgment test for accountants may present ethical scenarios, such as what they should do after detecting irregularities in the organization’s financial records. It should also include conflict management situations to help you determine how they make sound decisions that align with company policies. ### **5. Cognitive ability test** Finally, this test evaluates a candidate’s intellectual capabilities. You want to hire someone who can quickly and accurately process information with minimal guidance. Generally, [cognitive ability tests](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) assess these intellectual capabilities: - Reasoning - Critical thinking - Problem-solving - Numerical skills - Communication skills If you’re evaluating an accountant, a cognitive ability test includes tasks like financial data analysis and graph interpretation. You could also include numerical calculations and logical reasoning questions about accounting principles to determine if their thinking skills fit the job’s demands. ### What are the Best Types of Pre-employment Testing? Pre-employment testing combines cognitive assessments that measure problem-solving abilities, skills tests for technical capabilities, and personality evaluations for cultural fit. Companies use these scientifically validated tools to assess candidates’ job-specific abilities, predict performance, and make data-driven hiring decisions that reduce turnover and improve team success rates. ## **Elevate Your Recruitment Standards** Searching for the right talent to fill critical roles can be challenging. Fortunately, the best pre-employment assessment can help you make well-informed decisions to improve your hiring processes. They also confirm that your candidates possess the necessary skills and knowledge to advance your business. Choose the top talent for your business with EmployTest. We offer extensive skill, behavioral, and aptitude [pre-employment assessment tests](https://employtest.com/) to help you build a productive workforce and secure your company’s long-term success. Enhance your hiring strategy with expert tips –download this helpful [pre-employment testing guide](https://employtest.com/test-guide/). --- ### [When is Hiring Season and How Can Recruiters Prepare for It?](https://employtest.com/hrblog/when-is-hiring-season/) **Published:** January 9, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **When do companies hire the most?** Companies tend to hire the most employees in January, February, March, April, May, September, and October. February through May sees an uptick as companies staff up after winter. September and October are also busy hiring periods as companies ramp up for the holidays. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Basic Employment Skills Test](https://employtest.com/basic-employment-skills-test/) Finding the right talent is a year-round challenge in recruitment, but some months are busier than others. Traditionally, December is when employees leave their current roles for better opportunities. For this reason, recruiters often gear up for the peak hiring month in[ January](https://www.forbes.com/sites/jackkelly/2021/12/31/heres-why-january-is-the-best-time-of-year-to-find-a-new-job/). Talent acquisition teams like yours may have dubbed January “hiring season” since the new year tends to result in higher-than-usual competition. Here are some helpful strategies and tips that can empower your team in the competitive recruitment landscape. **When Is Hiring Season and How Can Recruiters Prepare? (Video)** ## **When is hiring season?** The **hiring season** often starts in January, following December’s “resignation season.” As the year draws to a close, workers often reflect on their career goals, with many choosing to leave. This trend during the first few months of the year is when companies hire the most to fill gaps left by departing employees. Thanks to these patterns, recruiters can prep for the hiring season with some degree of certainty. For a fast, job-relevant screen, try [general skills assessment for applicants](https://employtest.com/general-skills-assessment-for-applicants/ "General Skills Assessment for Applicants") as part of your workflow. ## **5 Tips to Prepare for Hiring Season** Your company doesn’t have to mindlessly navigate hiring seasons. The following tips can guide your organization through these challenging periods: ### **1. Build your talent acquisition team** ![Hr,workers,hiring,woman,and,making,employment,deal,,signing,work](https://employtest.com/wp-content/uploads/2024/01/shutterstock_2144786999.jpg) A strong talent acquisition team is the cornerstone of a successful hiring season. Begin by assessing your current staff’s strengths and identifying the roles necessary to speed up recruitment. Whether it’s sourcing specialists, interviewers, or coordinators, each role plays a crucial part in the hiring journey. EmployTest’s [Pre-Employment Testing Planning Worksheet](https://drive.google.com/file/d/1j4senKf40IlZ3rCVArnnepaBfnwHpun_/view) can help you build your talent acquisition team. It’s helpful for describing the responsibilities of your staff to cover the different steps of your recruitment process. Remember, a well-organized team is vital to successful recruitment, especially during the hiring season’s greater demands. ### **2. Optimize your hiring process timeline** Time is of the essence during peak hiring periods. Reflect on your last hiring period to determine how long it takes to receive applications, shortlist candidates for interviews, and extend job offers. These details can help you make efficient adjustments to shorten your [time-to-hire](https://employtest.com/hrblog/how-to-reduce-time-to-hire/). To shorten your hiring timeline, identify bottlenecks and areas where you may streamline the process without compromising quality. For instance, consider doing remote sessions instead of requiring face-to-face interviews. Online setups have the seal of approval among [41% of hiring leaders](https://www.shrm.org/topics-tools/news/talent-acquisition/pros-cons-virtual-person-interviews), thanks to their inherent convenience. An efficient [hiring process](https://employtest.com/videos/3-steps-to-improve-your-hiring-process/) ultimately positions your company ahead of the curve during competitive hiring periods. By optimizing your timeline, you’re not only filling roles quickly, you’re also securing the best candidates before your competitors do. ### **3. Review your talent pipeline** In the hiring rush, it’s easy to overlook the goldmine of your [talent pipeline](https://employtest.com/hrblog/how-to-build-a-talent-pipeline/) from previous recruitment cycles. Revisit past applicants who might not have been the best fit for previous positions, but may become valuable assets for your organization with the new openings. Tapping into this pool may expand your applicant base without starting recruitment from square one. Ideally, if you create a database of past applicants’ contact information for easy retrieval, it significantly cuts the required time and effort to identify suitable candidates during fast-paced periods. Lastly, don’t neglect [internal recruitment](https://employtest.com/hrblog/internal-recruitment/). A junior team member with a broad skill set from one department might be the perfect candidate to fill a vacant position on the company’s management team. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ### **4. Automate with recruitment tools** ![Application,human,resources,hiring,job,recruitment,employment,concept](https://employtest.com/wp-content/uploads/2024/01/shutterstock_241730350.jpg) A sudden influx of applications is typical during peak hiring periods, especially when you offer multiple positions. Thankfully, improvements in recruitment technologies have emerged from the AI craze. These technologies help optimize each step of [full-cycle recruiting](https://employtest.com/hrblog/full-cycle-recruiting-steps/), helping you save time and labor in the process. For example, an [applicant tracking system (ATS)](https://www.oracle.com/ph/human-capital-management/recruiting/what-is-applicant-tracking-system/) can help you filter candidates who are best fit for the job. Then, you don’t have to spend much time manually sifting through paperwork. As you gear up for the hiring season, having a well-oiled tech infrastructure makes a significant difference. So, don’t forget to maintain your systems as well. Renew your software licenses to avoid technical and legal issues down the line, and invest time and resources in training your staff to maximize these tools. ### **5. Prepare skills assessment tests** Resumes aren’t all they’re cracked up to be. A survey from ResumeLab reveals that [70% of workers](https://resumelab.com/career-advice/lying-to-get-a-job) lie on their resumes, indicating that these documents aren’t entirely reliable. Even worse, 80% admit to lying in job interviews. How can you be sure of candidates’ abilities? A simple solution is adding [pre-employment skills assessment tests](https://employtest.com/tests/) into your hiring process. They’re an effective way to gauge an applicant’s practical skills, giving your hiring team concrete data beyond someone’s resume. ## **Gear Up for Hiring Season** The hiring season doesn’t have to be stressful; all you need is adequate preparation. Take steps to build a solid, cohesive team and take measures that improve your hiring efficiency. Don’t shy away from leveraging technology and skills evaluations to make better-informed decisions about your recruitment practices. Contact us at EmployTest as you prepare for the competitive hiring landscape. We offer numerous [pre-employment assessment tests](https://www.employtest.com/) to optimize your hiring strategy and help you quickly confirm top talent. Unlock candidate potential. [Download our latest research report](https://employtest.com/other-resources/) on talent management! [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") --- ### [Why You Need Excel Proficiency Tests in Hiring](https://employtest.com/hrblog/excel-proficiency-tests-in-hiring/) **Published:** July 25, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. Excel proficiency tests are essential for assessing a candidate’s ability to effectively sort data, manage tasks, and provide visual insights that simplify decision-making for companies. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Excel Tests for Hiring](https://employtest.com/excel-assessment-test-for-applicants/) ***Hiring for spreadsheet-heavy roles? Use an [Excel assessment test for applicants](https://employtest.com/excel-assessment-test-for-applicants/ "Excel assessment test for applicants") to validate real-world proficiency.*** Its versatility makes it essential across various corporate roles. However, when hiring for specific positions, you must make sure candidates have adequate Excel skills for the job. Giving them [Excel proficiency tests](https://employtest.com/hrblog/excel-assessment-test-for-candidates-standard-procedure/) allows you to accurately assess their capabilities. These Excel tests for hiring evaluate advanced functionalities like pivot tables, data analysis, and automation, going beyond basic spreadsheet knowledge. Integrating Excel tests into your hiring process sets a benchmark for required skills, making sure hires meet your expectations and reducing errors in data manipulation. This approach can shorten learning curves and accelerate productivity. So, why are Excel tests for employment important when you could ask applicants about their skills during the interview? Hiring for spreadsheet-heavy roles? Add [Excel assessment test for applicants](https://employtest.com/excel-assessment-test-for-applicants/ "excel assessment test for applicants") to validate real-world proficiency. Check out the infographic below for more information. **Why Are Excel Proficiency Tests Important in Hiring? (Video)** --- **Jump to a Section:** - [What Are Excel Proficiency Tests?](#what-are-excel-proficiency-tests) - [Why Use Excel Tests for Hiring? 7 Roles to Test For](#why-use-excel-tests-for-hiring) - [What Excel Proficiency Tests Can Show You](#what-excel-proficiency-tests-can-show-you) - [What Excel Functions Should You Be Looking for When Hiring?](#which-excel-functions-should-you-be-looking-for-when-hiring) --- > ***“Testing for Excel skills is about more than just checking a box—it’s about making sure your hires are ready to hit the ground running, minimizing training time, and reducing the chance for errors. Excel proficiency tests create a level playing field for candidates, allowing you to know their true capabilities, beyond what’s listed on their resume.”*** > > [**Ken Crowell**](https://www.linkedin.com/in/crowellken) **– EmployTest** ## What Are Excel Proficiency Tests? ![what are excel proficiency tests](https://employtest.com/wp-content/uploads/2024/02/DR20240439_Info6_Section-1_1.png) Excel proficiency tests are evaluations made to measure an applicant’s competency with Microsoft Excel. They typically cover a range of Excel skills from basic to advanced features such as data entry, formatting, formula usage, data analysis, and pivot tables. In the hiring process, [pre-employment Excel tests](https://employtest.com/excel-tests-job-applicants/) allow you to objectively evaluate your applicants’ skills and make sure they have the required skills to do the job. Companies use the results to help effectively match applicants with the job requirements and minimize the learning curve after hiring. This process means the new hire can be productive from day one and ready to handle data-intensive tasks. ## **Why Use Excel Tests for Hiring? 7 Roles to Test For** Using Excel tests for interviews and hiring guarantees that applicants can efficiently handle their tasks. Here are some of the roles that you can assess for: ![why use excel tests for hiring](https://employtest.com/wp-content/uploads/2024/02/DR20240439_Info6_Section-4_1.png) ### **1. Administrative assistant** Administrative assistants may heavily rely on Excel for tasks such as managing schedules, organizing data, and preparing reports. A proficiency test for this role would assess skills in data entry, [basic formulas](https://support.microsoft.com/en-us/office/overview-of-formulas-in-excel-ecfdc708-9162-49e8-b993-c311f47ca173) (e.g., SUM, COUNT), and formatting. For example, they may need to maintain attendance records, prepare expense reports, and create simple presentation charts. ### **2. Project manager** Excel is useful for project managers due to budgeting, scheduling, and tracking progress for various projects. Their tests would cover advanced functions like pivot tables and conditional formatting to highlight project milestones. For instance, candidates might be asked to create [charts](https://www.gantt.com/) to visualize timelines and use [formulas](https://employtest.com/hrblog/excel-formulas-every-hire-should-know-and-excel-faqs/) to analyze project costs and resource allocation. ### **3. Staff accountant** Accountants rely on Excel for budgeting and reporting. You could assess their proficiency with advanced formulas such as IF statements and INDEX-MATCH, plus pivot tables for summarizing financial data. They might also use Excel to prepare balance sheets, analyze variances, and forecast trends. ### **4. Sales representative** Managing customer databases, tracking sales performance, and generating quotes are some responsibilities a sales representative can do on Excel. You can see if they know how to sort and filter data, create charts to visualize sales data, and use SUMIF/COUNTIF for sales analysis. ### **5. Office manager** Office managers oversee administrative tasks, budgeting, and resource management. Their essential skills include data validation for report accuracy, text functions for data cleaning, and creating charts and graphs for visual presentations. ### **6. Analyst** An analyst relies on Excel to analyze vast amounts of data. Their test can include questions on advanced functions like pivot tables for data summarization and scenario analysis using data tables. Some of their daily tasks using the program will be to conduct market research, prepare financial forecasts, and create dashboards for executive presentations. ### **7. Human resources coordinator** Human resources professionals use Excel to manage employee data, process payroll, and conduct HR analytics. Test their skills in data manipulation and their ability to apply conditional formatting for HR reports. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ## **What Excel Proficiency Tests Can Show You** Here’s a more in-depth look into what your assessments can reveal: ![what excel proficiency tests can show you](https://employtest.com/wp-content/uploads/2024/02/DR20240439_Info6_Section-3_1.png) ### **Basic Excel skills** Basic Excel skills include tasks such as data entry, basic calculations, and formatting. For instance, you can use the program to maintain a contact list, making sure that names, phone numbers, and email addresses are correctly entered and easily searchable. They might also use simple formulas like SUM or AVERAGE to keep track of monthly office expenses. ### **Intermediate Excel skills** Intermediate Excel skills involve more complex tasks such as data sorting, filtering, VLOOKUP, and chart creation. A project manager uses tools like VLOOKUP to consolidate budget data from various departments, guaranteeing the accuracy and completeness of expenses. Also, they can create dynamic charts to visualize spending patterns, aiding in strategic decision-making for future budget allocations. ### **Advanced Excel skills** The most advanced skills in Excel encompass high-level functions like pivot tables and complex formulas (e.g., INDEX-MATCH). Specific roles rely on pivot tables to condense large datasets into concise summaries, providing clear insights into performance metrics, inventory status, or other essential reports. Also, these roles may automate repetitive tasks like generating weekly financial reports, enhancing efficiency and reducing potential errors. Now that you know the levels of Excel proficiency, the following section tackles the specific functions you should be looking for when screening your applicants. ## **Which Excel Functions Should You Be Looking For When Hiring?** Depending on the role you’re hiring for, there are certain functions that your applicant needs to have in their arsenal, including: ![What Excel Functions Should You Be Looking For When Hiring?](https://employtest.com/wp-content/uploads/2024/02/DR20240439_Info6_Section.png) ### **1. Pivot Tables and Reporting** Pivot tables are essential tools for efficiently summarizing and analyzing large datasets. They allow users to quickly generate comprehensive reports by rearranging data fields. For marketers, pivot tables enable them to assess campaign performance across different regions and customer segments, facilitating more informed decisions for future projects. ### **2. INDEX MATCH** The combination of INDEX and MATCH is powerful for more complex data lookups. Unlike VLOOKUP, which the program limits to searching from left to right, INDEX and MATCH can search in any direction. This function is particularly useful in inventory management, enabling employees to locate and extract product details based on multiple criteria, such as product name and category. Those working as procurement specialists can use this function to cross-reference supplier prices and product availability so they can select the best options for the company’s needs. ### **3. VLOOKUP** VLOOKUP is invaluable for retrieving data from different sheets or tables. For instance, a sales representative might use VLOOKUP to merge customer contact information from multiple databases, making sure the list remains unified and comprehensive. This function simplifies finding and combining relevant information, which is crucial for personalized customer interactions and targeted marketing efforts. ### **4. Advanced conditional formatting** Advanced conditional formatting allows you to emphasize critical data points by changing the visuals on the sheet. For instance, a financial analyst might use this feature to highlight cells that meet certain thresholds, such as expenses exceeding budget limits. Visual differentiation helps to identify areas that quickly require attention. ## **Excelling with Excel** Team members proficient in Excel can streamline operations through improved data management and informed decision-making. Excel proficiency tests objectively evaluate an applicant’s skills, from basic data entry to advanced analysis. By adding these tests to your hiring process, you can identify candidates who not only meet the job requirements but also have the potential to help your company meet its goals. Consider implementing a [pre-employment assessment test](https://www.employtest.com/) to find the right talent. Reach out to EmployTest for tailored Excel proficiency and other assessments, and take advantage of a [free sample test](https://www.employtest.com/sample-employment-test). [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** excel test,pre-employment testing --- ### [Hiring Success with Online Pre-Employment Assessment Tests](https://employtest.com/hrblog/online-pre-employment-assessment-tests/) **Published:** February 4, 2025 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Imagine this: You post a job opening and receive 200 resumes. After careful screening, you move forward with candidates who look great on paper. Still, once in the interview, you find out most don’t have the skills needed for a key task. Sound familiar? [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Basic Employment Skills Test](https://employtest.com/basic-employment-skills-test/) Old-school hiring methods rely heavily on resumes and interviews, which can: - Be time-consuming. - Miss critical skills or traits that determine success. - Introduce unconscious bias. The cost of a bad hire is steep. The [U.S. Department of Labor](https://www.business.com/articles/cost-of-a-bad-hire/) says that a poor hiring decision can cost 30% of the employee’s annual salary. But here’s the game-changer: online pre-employment assessment tests! These tools can transform your hiring process by using a data-driven approach to confirm that skills on the resume translate to actual ability. For a fast, job-relevant screen, try [adaptability assessment skills test](https://employtest.com/adaptability-assessment-test-for-applicants/ "Adaptability Assessment Test for Applicants") as part of your workflow. OK….you’re heard this before, right? Still not convinced these assessments save time, cut bias, and boost your hiring success? Let’s do a deep dive: ### **What Are Online Pre-Employment Assessment Tests?** Online pre-employment assessments evaluate candidates’ skills, aptitude, and behavior and cover a range of competencies, including: - **Cognitive abilities** (e.g., problem-solving, logical reasoning). - **Technical skills** (e.g.,, software proficiency). - **Behavioral traits** (e.g., reliability, adaptability). Because these tests can be administered online in remote settings, they are accessible and scalable for organizations of any size. ## **Benefits of Using Online Pre-Employment Assessment Tests** #### **1. Faster Hiring Process** [Time-to-hire](https://employtest.com/hrblog/how-to-reduce-time-to-hire/) is a critical metric for most organizations. Online skill assessments improve this measurement by: - **Streamline Screening**: Quickly identify top candidates by filtering out unqualified applicants. - **Save Time**: Reduce hours spent on resume reviews and initial interviews. #### Check out [the case study](https://employtest.com/case-studies/case-study-drees-homes/) on how pre-employment assessments streamlined a real estate company’s time-to-hire by replacing multiple paper-based assessments with a single online testing platform. #### **2. Objective Decision-Making** - **Standardize Evaluation**: All candidates are measured against the same criteria, on the same test. - **Data based tests results**: Decisions are based on data, not subjective impressions. No matter how much you think you’re “neutral” with resumes and interviews, bias happens. Unfortunately, bias in hiring can lead to missed opportunities and reduced diversity. Online skills assessments help overcome this challenge through: [Unconscious bias](https://employtest.com/hrblog/reducing-recruitment-bias/) often creeps into traditional hiring—whether it’s favoring candidates from your favorite universities or being influenced by charismatic interviewees. You know the ones…they capture the hiring committee’s hearts with their bubbly charm and promises of brighter tomorrows. Skills assessments level the playing field by ensuring everyone is evaluated fairly. #### **3. Improved Quality of Hires** Hiring the wrong people can disrupt team dynamics and drain resources. Pre-employment skills tests help you: - **Match Candidates to Roles**: Ensure skills, behaviors, and personality align with not only the job, but the productivity expectations of the manager. - **Increase Retention**: Employees who are well-matched to their roles are more likely to stay and move up in the ranks. **Example**: Pre-employment testing [helped the company](https://employtest.com/case-studies/case-study-foundation-partners/) “Foundation Partners Group” reduce their 30% turnover rate by ensuring candidates had the necessary skills before hiring. #### **4. Cost Savings** Hiring the wrong person is a costly mistake for any organization. Online assessments can lead to significant savings by reducing turnover costs and optimizing your HR resources. **Want to see the potential ROI?** Our [**ROI Calculator**](https://employtest.com/helpful-tools/roi-calculator/) will reveal the financial benefits of implementing pre-employment testing in your organization. #### **6. Scalability** For organizations that need to hire many employees at once (typically 50+ positions), these tests: - **Handle Large Volumes**: Easily test hundreds of applicants simultaneously. - **Ensure Consistency**: Deliver reliable results across all candidates. From seasonal hiring spikes in retail to large-scale recruitment drives in tech, online pre-employment assessment tests are built to handle the pressure. ![Common Questions About online pre-employment assessment tests](https://employtest.com/wp-content/uploads/2025/02/common-questions-about-pre-employment-tests-410x1024.webp) ### **Addressing Common Concerns** Some organizations hesitate to adopt online pre-employment tests due to misconceptions. Let’s address a few: **“These tests feel impersonal.”** *Reality*: Tests are just one part of a holistic hiring process, and because most companies are using screening tools, candidates should be familiar with them. The tests complement, not replace, human interaction. Candidates still have opportunities to showcase their personalities during interviews and other stages. **“Do these tests *really* work?”** *Reality*: [Studies show](https://www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/) organizations using assessments see improved hiring outcomes, including reduced turnover and higher employee performance. The key is to sample tests, before using, to make sure they cover required skills. **“Aren’t these online pre-employment assessment tests expensive?** *Reality*: Online assessments can save money in the long run by reducing turnover, improving hiring accuracy, and cutting down time-to-hire. While they do have a cost, they provide measurable ROI by ensuring you hire the right person for the job. ***Pro tip:*** *Choose pre-employment test providers with* [*flexible, budget-friendly pricing models*](https://employtest.com/employtest-pricing/)*.* ## **How to Implement Online Pre-Employment Assessment Tests** Here’s a step-by-step guide to integrating these tests into your hiring process: #### **Define Job Requirements** Start by outlining the role’s essential skills, behaviors, and traits. Be specific about technical and soft skills to streamline the process. For example, a customer service role might prioritize communication and stress management, while a manufacturing position might focus on mechanical aptitude and adherence to safety standards. To build the most comprehensive requirement list, get input from team members who understand the role’s day-to-day responsibilities. #### **Choose the Right Assessments** Select tests tailored to your job requirements. [Cognitive tests](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) can measure problem-solving abilities in analytical roles.[ Behavioral tests](https://employtest.com/personality-profile/) evaluate soft skills like empathy and adaptability in customer-facing roles. Software skills assessments are ideal for positions requiring specific proficiencies, like [Microsoft Excel or Word skills.](https://employtest.com/microsoft-office-skills-test/) Take advantage of [customizable testing options](https://employtest.com/custom-pre-employment-tests/) to match your organization’s needs. This ensures that the tests you administer genuinely reflect job demands. #### **Analyze Results Effectively** Instead of relying on a single score number, review specific areas of strength and potential gaps and use suggestion interview questions found on the score report. Share the results with hiring managers and consider combining assessment outcomes with other candidate metrics, such as past work experience or interview performance. ### **Take the Next Step in Smarter Hiring** The evidence is clear: [online pre-employment assessment tests](https://employtest.com/) are your key to smarter, faster, and more reliable hiring. Stop gambling with traditional hiring methods and start making data-driven decisions that: - Cut hiring time to find your preferred candidates faster - Eliminate bias and reliance on “gut feelings” - Boost retention to decrease costs Take the first step. [Book a call with the team](https://calendly.com/employtest-sales/test-talk) and see how tests can help your hiring process. **Blog Categories:** pre-employment assessment --- ### [Top 8 Accounting Skills to Look For in Clerks and Bookkeepers](https://employtest.com/hrblog/accounting-skills-to-look-for/) **Published:** September 20, 2023 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### **What are hard and soft skills in accounting?** Accountants require both hard and soft skills. Hard skills include knowledge of GAAP, financial reporting, accounting software proficiency, and basic business practices. [Soft skills](https://employtest.com/videos/hiring-for-soft-skills/ "Soft skills") involve deductive reasoning, problem-solving, strong written and oral communication skills, and attention to detail. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Accounting Tests for Hiring](https://employtest.com/pre-employment-accounting-test/) Accountants and bookkeepers are vital to business success, performing essential functions and responsibilities regarding an organization’s finances and legal obligations. They monitor your revenues and expenses, ensure statutory compliance, and provide financial data for crucial business decisions. Screen numeracy and ledger know-how early with [Excel assessment test for applicants](https://employtest.com/excel-assessment-test-for-applicants/ "Excel Assessment Test for Applicants"). Since the role requires specific knowledge and experience, hiring account clerk candidates with the hard and soft skills the job demands is best for your company. This blog post will discuss the skills needed for accounting clerks and bookkeepers. ![Accounting Skills](https://employtest.com/wp-content/uploads/2024/06/Accounting-Skills.jpg)## **What Makes a Good Accountant?** A good accountant, according to EmployTest CEO Ken Crowell, is more than just spreadsheets, financial reports, and tax tables. “They must have a keen eye for detail, verifying that every record is accurate and compliant. They must also have strong analytical and problem-solving skills to navigate complex financial landscapes while providing strategic guidance,” he explains. The hard skills of an accountant are not enough, though. “Good accountants must communicate well, both to external and internal customers. While conscientiousness may not be the typical trait for accounting staff, it’s important to make the team run well,” Ken adds. ## **8 Must-Have Accounting Skills** Accountants and bookkeepers should have specific accounting skills to excel and perform their jobs efficiently. The top skills or abilities needed for accountants include hard and soft skills. ### **Hard Skills Needed for Accounting** #### **1. Knowledge of GAAP** [Generally accepted accounting principles (GAAP)](https://www.investopedia.com/terms/g/gaap.asp) are standard accounting practices, guidelines, and procedures accountants follow to prepare and present financial statements for reporting. The primary purpose of GAAP is to ensure that everything about your company’s financial reports is accurate and complete. An accountant well-versed in GAAP applies its principles to create financial statements that align with the established guidelines. Additionally, some regulatory bodies require publicly traded organizations to [be GAAP compliant](https://www.accounting.com/resources/gaap/), so having an accountant who understands these rules is key in fulfilling legal and financial obligations. #### **2. Knowledge of basic business practices** Accounting isn’t just about numbers. A great accountant understands how the rest of the business works, too. Since they often work across departments, knowing the basics of operations, revenue streams, and cost management helps them put financial data into context. When accountants understand how the business operates, from its revenue streams to its expenditures, they can provide more informed analysis and actionable advice that drives growth. #### **3. Financial reporting and analysis** An accountant needs to do more than just keep the books. They should be able to create and interpret financial reports that reflect how the business is performing. If you’re hiring for an accounting clerk or similar role, look for someone who can confidently prepare income statements, balance sheets, and cash flow reports. These documents are essential for understanding where your business stands, helping you make more informed decisions moving forward. ![Accountant,working,on,consolidated,financial,report,of,corporate,operations,,consultant](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1376319980-1-1.jpeg) #### **4. Accounting software proficiency** Accountants must also know how to quickly use established and upcoming accounting software systems to keep up with the changing times. As the accounting world has digitized, tax preparation, compliance, and enterprise resource planning software have become “must-haves” for efficient work. ### **Soft Skills Needed for Accounting** #### **5. Deductive reasoning and problem solving** Strong accountants don’t just input data. They make sense of it. These skills help them spot trends, flag issues early, and support decisions with logic instead of guesswork. Accountants use analytical and [problem-solving skills](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/ "problem-solving skills") to identify patterns, which help support accuracy in financial reporting and compliance. #### **6. Strong written and oral communication skills** Accountants often need to explain complex financial information to non-financial professionals. That means they should be able to write clearly and speak plainly. Whether it’s a report for leadership or a quick [email update,](https://employtest.com/hrblog/professional-email-writing-skills-reasons-they-matter/) good communication makes sure financial details don’t get lost in translation. ![A,talented,and,smart,young,asian,female,financial,analyst,or](https://employtest.com/wp-content/uploads/2023/10/shutterstock_2199615721-1.jpeg) #### **7. Organization and attention to detail** Accountants deal with large volumes of financial data daily, making it essential to maintain organized records. Having a keen eye for detail enables your accountant to effectively manage multiple tasks, meet deadlines, and handle financial information with minimal errors. As for [attention to detail,](https://employtest.com/attention-to-detail-test/ "attention to detail,") this ability means accountants review and verify financial data, identify errors or discrepancies, and maintain financial records’ integrity. Accountants with a meticulous eye help minimize mistakes that can have significant consequences for your business. #### **8. Ethical conduct** Integrity and professionalism should be deeply ingrained in every fiber of an accountant’s being. Upholding ethical principles, maintaining confidentiality, and prioritizing the public’s trust in the profession are non-negotiable standards. ## **Identifying a Top Quality Accountant Candidate** The accounting field can be demanding as it involves important financial information. One seemingly minor mistake can create problems and impact your company’s reputation For that reason, hiring the most qualified candidates with skills required for accounting and finance should be a priority. Fortunately, EmployTest’s [accounting skills tests](https://employtest.com/pre-employment-accounting-test/) can help you spot the best candidate for the role. Since 2006, we at EmployTest have worked with over 6,000 companies to administer [pre-employment assessment tests](https://employtest.com/). We help clients determine the appropriate test(s) when hiring for specific skills or competencies. Try a [free sample test](https://employtest.com/pre-employment-test-sample/) today! --- ### [Microsoft Office Skills Test for Employment: Assess Job Applicants' Skills](https://employtest.com/hrblog/microsoft-office-skills-test-for-employment/) **Published:** January 16, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. ## **What is a Microsoft Office Proficiency Test?** A Microsoft Office proficiency test is a pre-employment assessment that measures an applicant’s skills with various Microsoft Office programs such as Word, Excel, PowerPoint, and Outlook. MS Office skills testing objectively evaluates the user’s abilities across different levels, from basic functions to advanced features, within each application. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Microsoft Office Tests for Hiring](https://employtest.com/microsoft-office-skills-test/) With over [**1.2 billion users worldwide**](https://www.windowscentral.com/there-are-now-12-billion-office-users-60-million-office-365-commercial-customers)**,** Microsoft Office is one of the most widely used programs in the workplace. But how do you ensure that the applicants you hire have the required Microsoft Office proficiency for their roles? One way is to use a [Microsoft Office skills test](https://employtest.com/microsoft-office-skills-test/) for employment. This can help you avoid hiring someone who may require extra training, which can be costly and frustrating for your team. ## **The Importance of Microsoft Office Skills Test for Employment** When you receive resumes, you’ll find that many applicants claim to have Microsoft Office skills. Unfortunately, their actual level of proficiency may vary. In a 2020 Checkster survey of 400 hiring managers and 400 applicants,[ **78% of applicants admitted to lying on resumes**](https://www.checkster.com/are_you_hiring_charlatans). Most commonly, they exaggerated their skills, claiming mastery in areas they barely use. Hiring the wrong people can be costly, lead to lower productivity, and errors in critical tasks. According to [**CareerBuilder**](https://resources.careerbuilder.com/news-research/prevent-hiring-the-wrong-person)**,** hiring errors cost organizations around $17,000 per incident, including onboarding, training, lost productivity, and finding a replacement. It’s important to evaluate candidates carefully before making a hiring decision in order to protect the bottom line. Because you must efficiently and quickly make informed decisions about which applicants move forward in the hiring process, it is equally important to use technology. ![microsoft office testing for employment](https://employtest.com/wp-content/uploads/2024/01/microsoft-office-testing-for-employment-300x251.jpg "microsoft office testing for employment") A key requirement of any online or software-based assistance is that it provides objective and unbiased results, allowing you to make informed decisions based on quality-controlled performance data. If this sounds like something that could make the hiring process more effective for your organization, then interactive, pre-employment Microsoft Office assessment test platforms may be an ideal solution. ### What’s Included in a Microsoft Office Assessment Test? A **[Microsoft Office skills test for employment](https://employtest.com/microsoft-office-skills-test/ "Microsoft Office skills test for employment")** evaluates how well candidates perform common tasks within Office applications. These assessments can include: - **Excel:** Data analysis, pivot tables, formulas, charts, and automation. - **Word:** Formatting, document creation, styles, and templates. - **PowerPoint:** Slide design, animations, and presentation structure. - **Outlook:** Email management, calendar organization, and task prioritization. The Microsoft Office assessment test format is usually a mix of real-world scenarios, multiple-choice questions, and interactive tasks that measure a candidate’s actual skill level. ## **The Benefits of Using a Microsoft Office Skills Test for Employment** Using an online Microsoft Office skills test for employment can benefit both employers and job candidates. Here are some key advantages: ### **Identifying qualified candidates** With most job openings receiving a flood of applications, testing with a Microsoft Office skills assessment helps you filter out unqualified candidates efficiently. By administering [pre-employment assessment tests](https://employtest.com/), you can quickly identify those with the necessary skills and move them forward in the hiring process. ### **Saving time and resources** Conducting phone interviews or face-to-face interviews for every candidate can be time-consuming and resource-intensive. A pre-employment Microsoft skills test provides a scalable solution that allows you to evaluate candidates’ Microsoft Office proficiency efficiently, saving valuable time and resources. ### **Objective and unbiased evaluation** Microsoft skills assessment tests provide objective and unbiased evaluations of candidates’ Microsoft Office skills. By using standardized tests, you can compare candidates’ scores fairly and make decisions based on merit rather than subjective judgments. ### **Customizable testing** A Microsoft Office proficiency test can be customized to match the specific requirements of different roles within your organization. Whether you need to assess basic skills or advanced capabilities, you can tailor the tests to align with the job responsibilities. For admin roles, [Microsoft Office skills test for employment](https://employtest.com/microsoft-office-skills-test/) helps verify core office skills up front. ![Microsoft Office Skills Test For Employment Img](https://employtest.com/wp-content/uploads/2024/01/Microsoft-Office-Skills-Test-for-Employment-img.jpg "Microsoft Office Skills Test For Employment Img") ### How HR Managers Can Use Microsoft Office Skills Testing Effectively HR professionals can **streamline hiring** by integrating an **Office skills test** into their screening process. Many online testing platforms allow you to: - Send candidates a test **before** scheduling interviews. - Get **instant, automated results** to compare applicants. - Identify skill gaps for potential training needs. With the right tools, hiring managers can make **confident, data-backed hiring decisions** and avoid the headache of hiring underqualified candidates. ## FAQ: Everything You Need to Know About Microsoft Office Skills Test for Employment ### 1. Who Should Take a Microsoft Office Skills Test for Employment? Any candidate applying for a role that requires Microsoft Office proficiency, including **administrative professionals, analysts, marketers, customer service representatives, and project managers**. ### 2. How Long Does a Microsoft Office Proficiency Test Take? Most tests take **30 to 60 minutes**, depending on the depth of the assessment and the level of skills being tested. ### 3. Can the Test Be Customized for Specific Roles? Yes! Employers can tailor the test to assess **specific skills** required for different roles, ensuring relevance and accuracy. ### 4. How Are the Results Delivered? Results are **automatically scored** and provided in a **detailed report**, showing strengths, weaknesses, and overall proficiency levels. ### 5. How Often Should We Test Employees’ Microsoft Office Skills? For hiring, test candidates before making a final decision. For **current employees**, periodic testing can help identify skill gaps and training needs, ensuring continuous productivity improvements. --- ## **Empowering HR Managers with Microsoft Office Skills Test for Employment** Pre-employment tests to measure Microsoft Office skills can help HR managers make more informed hiring decisions. Skills testing provides a reliable and objective way to assess candidates’ abilities, allowing you to identify qualified individuals quickly. By using pre-employment Microsoft Office skills assessment tests, you can empower your HR team to confidently select candidates with the right skill levels and excel in their roles for your company. Using a [best-in-class skills assessment platform](https://employtest.com), you can rest assured that tests are accurate, reliable, and validated against real-world job performance data. Transform your recruitment process. Request a demo of our advanced [Microsoft Office skills testing platform](https://calendly.com/employtest-sales/test-talk)! ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Director of Sales Pre-employment testing Attention to Detail Tests MS Office Tests Computer Skills Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) Ken Crowell founded EmployTest in 2006 and leads the company today as CEO. His work centers on helping small and mid-sized businesses and government entities hire with more confidence, using pre-employment testing built around real job skills instead of gut instinct. That focus spans attention to detail, Microsoft Office proficiency, general computer skills, and the broader HR practices that shape a strong hiring process. Under his direction, EmployTest has grown into a platform trusted by more than 13,000 companies across the US, offering flexible credit-pack pricing with no annual commitment. Ken writes and speaks regularly on hiring strategy for SMBs, including an article for [CEOWORLD magazine](https://ceoworld.biz/author/ken-crowell/) and [ERE](https://www.ere.net/authors/ken-crowell). He holds a degree in management from the University of Georgia and draws on close to two decades in the pre-employment testing industry. Outside of EmployTest, he volunteers with disaster relief and youth protection organizations. Connect with Ken on [LinkedIn](https://www.linkedin.com/in/crowellken/). **Blog Categories:** microsoft office tests --- ### [6 Must-Have HR Generalist Skills: A Hiring Checklist](https://employtest.com/hrblog/5-must-have-hr-generalist-skills-a-hiring-checklist/) **Published:** February 13, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **What Top 3 Skills Does an HR Generalist Need?** An HR generalist should have effective people management skills, strong analytical and reasoning skills, and administrative expertise. Recruitment knowledge and technological know-how are also critically important. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our HR Generalist Tests for Hiring](https://employtest.com/hr-generalist-knowledge-test/) The human resources (HR) department is a complex blend of administrative duties and core functions. HR generalists largely handle these routine tasks. But these handy professionals do so much more. They ensure smooth day-to-day operations and enhance the rest of the workplace. For a fast, job-relevant screen, try [HR generalist knowledge test](https://employtest.com/hr-generalist-knowledge-test/ "HR Generalist Knowledge Test") as part of your workflow. Potential candidates for this position need a skill set that can move your entire HR department forward. But what exactly is an HR generalist, and how does the role compare to the traditional HR specialist? What human resource skills does an applicant need to succeed in the role? > ***“The true power of an HR generalist lies in their ability to balance administrative precision with a people-centered approach, making them the backbone of any thriving workplace.** **I believe that behind every successful HR team is a generalist who combines diverse skills to adapt and evolve with the company’s needs.”*** > > [**Ken Crowell**](https://www.linkedin.com/in/crowellken) **– EmployTest** **What Are the Must-Have HR Generalist Skills for Hiring? (Video)** ## **HR Generalist Skills vs. HR Specialist** **Skills** An HR generalist is a versatile all-rounder. They are adept at diverse HR skills and competencies, and HR generalist duties include everything from recruitment to employee relations. In contrast, an HR specialist is an expert who has specific knowledge and a focused understanding of a particular HR domain. The synergy between these roles is pivotal for an HR department’s success. Generalists bring adaptability, while specialists apply their precision and expertise in HR tasks. They create a complete framework that can overcome any challenge they face. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ## **5 Must-Have HR Generalist Skills** ![HR Generalist Skills](https://lh7-us.googleusercontent.com/6Le2SmLrMHHpI_Hh4v055LTHAM7P2mc_UP5DislqVoUwvdwxwAcQXKQurNyXtv8SDbnfQJaWptNuSkJGhge3mMoCiT6u3j1uapi6_RtL-TfoT_9Pss5yavMpLUMPkg2jx4UcYOId82_q)A skilled HR generalist is the linchpin holding the department’s many responsibilities together. They aren’t just taskmasters but the architects of your workplace’s culture. These must-have HR generalist skills distinguish professionals and help you identify successful candidates for your workplace. #### **1. People management** As the name implies, human resource management is at the core of an HR generalist’s role. They help create a positive working environment where every employee can grow. Emotional intelligence is central to this task; empathy is what truly defines effective HR generalists. Human resource skills like active listening go a long way to improving employee relationships. Conflicts are unavoidable in any workplace, and it is often the HR generalist’s job to handle these friction points in a way that leaves all parties satisfied. Mediating disputes and addressing grievances with patience and grace keep a peaceful and productive workplace. An [emotional intelligence test](https://employtest.com/emotional-intelligence-profile-for-applicants/) can help you screen candidates for an HR generalist position and look for specific HR skills that they have, pinpointing those with the drive to succeed. #### **2. Analytical and reasoning skills** The human-centric nature of the HR generalist’s role means challenges are often complex, intertwined, and not always entirely logical. It is up to these professionals to employ [analytical thinking](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) as a guide through the intricacies of HR skills and competencies. A talented HR generalist is an adept problem solver who uses [lateral thinking](https://www.interaction-design.org/literature/topics/lateral-thinking) and strategic foresight to navigate these issues. Analytical thinking lets HR generalists understand situations critically and objectively, aiding decision-making in the company. This skill is essential when developing and implementing policies that align with organizational goals. #### **3. Administrative expertise** Administrative tasks make up a significant portion of every HR generalist’s work. They handle much of a company’s day-to-day people operations. HR generalists excel in organizing and managing both digital and paper documents, showcasing their essential detail-oriented talent. A [fundamental employment skill](https://employtest.com/microsoft-office-skills-test/) in their toolkit is proficiency in Microsoft Office—an essential toolset for making reports, communication materials, and data registries. HR generalists can use these tools to quickly complete these administrative tasks. A broad competence in [clerical skills](https://employtest.com/microsoft-office-skills-test/) lets an HR generalist fluidly adapt to a company’s evolving demands. #### **4. Recruitment knowledge and skills** Beyond administrative tasks, HR generalists often assist your recruitment team in their talent acquisition efforts. An HR generalist typically evaluates resumes, conducts initial interviews, performs reference checks, and administers assessment tests. You can use a [human resources test](https://employtest.com/human-resources-tests/) to check if your applicants can effectively handle these duties. A stellar HR generalist understands the strategic importance of aligning recruitment efforts with broader organizational goals. Their talent evaluation and acquisition skills contribute to forming a united and high-performance team. #### **5. Technological know-how** Technological proficiency is a cornerstone of an HR generalist’s skill set, as HR departments heavily rely on [many tools and systems](https://www.shrm.org/topics-tools/news/technology/must-have-tech-competencies-for-hr-professionals) to streamline processes. Essential for HR generalists is knowledge of applicant tracking systems (ATS), payroll software, and benefit/leave management tools. Proficient tool use ensures they can maneuver through the intricacies of HR tasks and collaborate with their team members for maximum efficiency. By optimizing tool utilization, they can enhance both individual and departmental HR performance. #### **6. Strong Communication Skills** One of the important HR skills is clear communication. They talk to people from the CEO down to the newest intern. An HR generalist needs to explain complex topics in simple terms while also listening closely to understand everyone’s point of view. Building real connections through awesome communication skills? That’s HR gold. Whether they’re writing critically important emails, drafting an employee handbook, or giving a presentation, [top-notch communication skills](https://employtest.com/grammar-tests/) allow HR generalists to build trust and get everyone on the same page. ![Hr Generalist Skills](https://employtest.com/wp-content/uploads/2024/06/HR-generalist-skills.jpg) ## **Build a Top-Notch HR Team** Your HR department’s success hinges on finding well-rounded HR generalists whose hard and [soft skills](https://employtest.com/videos/hiring-for-soft-skills/) can support and enhance their team. These professionals create a thriving workplace with the perfect team and environment for productivity. Consider EmployTest if you’re looking to improve your hiring process and your HR team. We offer a wide range of[ pre-employment assessment tests](https://employtest.com/tests/) for a comprehensive look at a candidate’s capabilities. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** Employment Tips,Hiring Tips,employment tests --- ### [Inte​​rmediate Excel Test vs. Advanced Excel Test](https://employtest.com/hrblog/intermediate-excel-test-vs-advanced-excel-test/) **Published:** February 21, 2025 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes What’s one of the most inflated skills on resumes? If you said Excel skills, you’re right. People love to claim Excel proficiency, but what does that really mean? Does it mean they can sum a column? Use VLOOKUP? Create a PivotTable? [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Excel Tests for Hiring](https://employtest.com/excel-assessment-test-for-applicants/) Here’s the problem: Unlike a lack of Word or Outlook knowledge, which may only slow down productivity, Excel errors can lead to real, costly mistakes. A single incorrect formula can throw off financial reports, mess up client quotes, and create forecasting disasters. And yet, hiring managers continue to trust self-reported Excel skills. The real question is: Can you afford to take that risk? How do you tell who’s the real deal before you hire them? The solution may be simpler than you think: [pre-employment Excel tests](https://employtest.com/tests/) But wait…should you give candidates an **Intermediate Excel Test** or an **Advanced Excel Test**? ## Which Pre-Employment Excel Test is Right for Your Hiring Needs? Start Quiz NOTE: The tools listed in the test are examples and might not appear in the actual test. 1. What kind of Excel tasks will the new hire need to handle? Basic data entry, simple formatting such as bolding, italicizing and font color. Sorting and filtering data and using PivotTables. Automating reports, handling large datasets, and using advanced formulas like INDEX-MATCH or XLOOKUP. Next 2\. How often will they use Excel in their role? Occasionally, for simple data entry and reports. Regularly, for analyzing and managing data. Daily, providing deep analysis and reports for the team. Next 3\. What is the most complex Excel function they need to be proficient in? Basic formulas, such as SUM or AVG. PivotTables, VLOOKUP, IF statements. Macros, Power Query, and advanced data analysis tools. Next 4\. Will they need to work with large datasets and automate processes? No, they will mostly work with small spreadsheets. Sometimes, medium-sized datasets and some automation. Yes, they will handle large datasets and automate repetitive tasks. Next 5\. Are they expected to create dashboards or advanced data visualizations? No, simple charts will be enough. Yes, they should know how to use PivotCharts and conditional formatting. Absolutely, they must be skilled in advanced dashboards and Power BI integration. Next 6\. How often will they need to clean and prepare raw data Rarely—most of the data they work with will already be structured. Occasionally—they may need to remove duplicates, fix formatting issues, or restructure data. Regularly—they will need to clean, merge, and transform messy data for analysis and reporting. Next 7\. What level of Excel expertise does the hiring manager expect? Someone who can enter and format data and maneuver the sheet. Someone who can analyze and manipulate data, create reports, and use functions like VLOOKUP and PivotTables. Someone who can automate tasks, handle large datasets, build complex formulas, and develop advanced reports or dashboards. Submit Get a free sample Excel test today! ## **Intermediate Excel Test vs. Advanced Excel Test: What’s the Difference?** Not every role requires an Excel expert. Some positions need only foundational to intermediate Excel skills, while others demand deeper expertise. Hiring for spreadsheet-heavy roles? Add [pre-employment advanced Excel test](https://employtest.com/pre-employment-advanced-excel-test/ "Pre-Employment Advanced Excel Test") to validate real-world proficiency. ### **Intermediate Excel Test: Best for Administrative & General Business Roles** The **Intermediate Excel Test** covers essential functions for handling data efficiently in daily business tasks. If a role involves managing spreadsheets but doesn’t require heavy data analysis, this is the test to use. #### **What’s Tested in the Intermediate Excel Test?** - **Basic to Mid-Level Formulas & Functions** – SUM, AVERAGE, AutoSum, 3-D References - **Sorting & Filtering Data** – Organizing information quickly with AutoFilter - **Data Entry & Formatting** – Wrap text, merge and center cells, apply accounting number format - **Basic Charts & Graphs** – Creating visual representations of data - **PivotTables** – Creating a blank PivotTable and adding slicers to filter data - **Printing & Page Layout** – Setting print areas, adjusting margins, and print preview - **Workbook Management** – Saving to OneDrive, marking as final, and customizing Quick Access Toolbar A candidate who passes the **Intermediate Excel Test** can comfortably handle spreadsheets, organize data, and create basic reports. However, a more advanced test is necessary if the job requires data analysis, automation, or complex modeling. ### **Advanced Excel Test: Best for Analysts, Finance, & Operations Roles** The **Advanced Excel Test** is for professionals who need to work with large datasets, automate workflows, and generate insights from numbers. This is where Excel becomes a powerful analytical tool. #### **What’s Tested in the Advanced Excel Test?** - **Advanced Functions & Formulas** – INDEX-MATCH, 3-D References - **Data Analysis Tools** – PivotTables (modifying types, moving fields, changing report layouts), adding timelines - **Automation & Macros** – Recording and using macros for efficiency - **Data Validation & Security** – Locking cells, protecting workbooks, encrypting files - **Sorting & Organizing Data** – Multi-field sorting, inserting subtotals - **Text & Data Management** – Text-to-Columns, Goal Seek, and Inspect Workbook Candidates who score well on the **Advanced Excel Test** can handle complex data tasks, automate repetitive processes, and provide valuable insights. This is the test you need if the role involves financial analysis, data science, or high-level reporting. ### **Which Excel Test Should You Use?** Not sure which test fits your hiring needs? Here’s a quick guide: ![Comparison Table of Intermediate Excel Test vs Advanced Excel Test](https://employtest.com/wp-content/uploads/2025/02/Comparison-Table-List-Infographic-Graph.jpg)## **How to Accurately Test Excel Proficiency Before Hiring** #### **1. Don’t Trust Resumes—Test Instead** Resumes lie. Interviews aren’t much better. A candidate might talk a big game, but the only way to know if they can actually work in Excel is to test them. #### **2. Choose the Right Level of Testing** If a candidate only needs basic spreadsheet skills, don’t waste time testing them on advanced macros. Meanwhile, if the role requires deep data analysis, a basic test won’t cut it. What if it’s a mix of both? You can use either an Intermediate test or a [custom test](https://employtest.com/custom-pre-employment-tests/) that fits the job requirements. #### **3. Use Real-World Scenarios** Good Excel tests don’t just ask random trivia. You need tests that present candidates with realistic business challenges, like cleaning up a messy dataset or building a forecast model. #### **4. Get Instant, Data-Driven Results** Pre-employment Excel assessments give you immediate, detailed reports on a candidate’s strengths and weaknesses—so you can make confident hiring decisions. ## **The Cost of Overstating Excel Proficiency** Hiring an employee who exaggerates their Excel skills is more than an inconvenience. It can lead to costly mistakes that ripple through an organization. Here are some of the most common ways Excel errors impact businesses: #### **1. Financial Statement Miscalculations** A junior financial analyst inputs a formula incorrectly in a budget spreadsheet. Instead of calculating projected revenue accurately, the formula skews the numbers. No one notices the mistake until months later—when the company realizes it has significantly **overestimated profits**. The result? **Financial chaos.** ***Did you know? JP Morgan Chase*** [***experienced a $6 billion loss***](https://www.bloomberg.com/quicktake/the-london-whale) ***due to a simple Excel mistake. An employee was transferring data between spreadsheets and accidentally used the sum total instead of the average.*** #### **2. Data Loss and Corruption** Poor data organization, formatting errors, and manual workflows waste time and increase errors. [Forbes](https://www.forbes.com/sites/salesforce/2014/09/13/sorry-spreadsheet-errors/#:~:text=You%20may%20want%20to%20pause,more%20of%20all%20formula%20cells.) reported that 88% of spreadsheets contain errors, often leading to inaccurate business decisions. #### **3. Productivity Loss** Employees who claim to be Excel experts but struggle with basic functions slow down operations. They rely on manual data entry instead of automating tasks with **PivotTables,** **formulas, and macros**. This inefficiency adds up, causing missed deadlines and frustrated colleagues. #### **4. Compliance Risks** Excel errors can lead to regulatory violations in industries like finance, healthcare, and legal services. If compliance reports contain incorrect data due to formula errors, a company could face audits, fines, or even legal action. ### **Test Before You Hire—Reduce the Risk** Hiring an Excel-heavy role? Don’t rely on guesswork. With Excel assessments, you can: - Accurately measure real-world Excel skills - Reduce costly hiring mistakes - Get instant test results and insights Want to see how it works? Get a sample [**Intermediate Excel Test** or **Advanced Excel Test**](https://employtest.com/pre-employment-test-sample/), or [schedule a free consultation today](https://calendly.com/employtest-sales/test-talk)! ![Hover to see test question](https://employtest.com/wp-content/uploads/2025/04/SEE-A-TEST-QUESTION-IN-ACTION.jpg) ![Test preview animation](https://employtest.com/wp-content/uploads/2025/05/HANDBRAKE8sec-ezgifcom-optimize.gif) --- ### [Percentile vs Percentage: Their Difference in Pre-Employment Tests](https://employtest.com/hrblog/percentile-vs-percentage-their-importance-in-pre-employment-tests/) **Published:** November 9, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes When hiring new employees, pre-employment tests can help you make sure you’re picking the right person for the job. In fact, [82% of companies](https://hiredna.com/82-of-companies-use-a-pre-employment-assessment-test-should-you/) now use these tests to make hiring easier and more reliable. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Microsoft Office Tests for Hiring](https://employtest.com/microsoft-office-skills-test/) But here’s the catch: two words can throw a wrench in the process if they’re not crystal clear—percentile and percentage. If you’re scratching your head over the difference, you’re not alone! These terms aren’t just technical jargon; they actually affect how you interpret a candidate’s performance. Get them mixed up, and you might miss out on hiring someone great—or bring on someone who isn’t quite right for the role. For a fast, job-relevant screen, try [grit and resilience pre-hire test](https://employtest.com/grit-and-resilience-pre-hire-test/ "Grit and Resilience Pre-Hire Test") as part of your workflow. EmployTest uses both percentiles and percentages in our assessments to get a more complete view of a candidate. ## **What is the Difference Between Percentile vs. Percentage in Hiring?** Percentage measures a candidate’s objective correctness. Percentile ranks their performance relative to others. This difference between percentage and percentile is crucial for understanding whether a candidate has met a standard or excelled among peers. ![Business woman hands working in stacks of paper files for searching](https://employtest.com/wp-content/uploads/2024/11/shutterstock_2197526607.jpg) ### **Percentage in pre-employment tests** A percentage score is straightforward. It’s a measure of correctness based on how many questions a candidate correctly answered. For instance, if a candidate answers 85 out of 100 questions right, they’d score an 85%. This measurement is generally used in hard skills and knowledge tests to see how well a candidate understands specific job-related material. Think of percentage as a standalone measure. It shows the candidate’s accuracy on the test but says nothing about how others performed. For example, if several candidates scored 85%, the percentage alone wouldn’t tell you who stands out. It’s a personal achievement marker. It gives insight into how much material the candidate knew without comparing them to other test-takers. ### **Percentile in pre-employment tests** A percentile score is a comparative measure that shows a candidate’s ranking relative to their peers. For instance, if a candidate scores in the 85th percentile, they performed better than 85% of other test-takers. Percentiles provide context by showing where a candidate stands among the pool of applicants. Percentiles can be used in all kinds of tests, including those that also show percentages. This ranking helps you see how well a candidate did compared to others. That figure is especially useful when you’re assessing high-performing groups or competitive roles. A high percentile score means a candidate is in the top bracket, making them a top option for highly selective positions. ### **Percentage and percentile compared** A candidate’s percentage score doesn’t always match their percentile and percentile rank. If an applicant scores 85% on a test but the average score is also 85%, their percentile rank will likely be around 50%. On the flip side, if a candidate scores 50% on a tough test where most others scored lower, their percentile rank could be around 85%. ![Group of people hold in arms financial papers solve](https://employtest.com/wp-content/uploads/2024/11/shutterstock_1302614674.jpg) ## **Why Percentile and Percentage are Important in Hiring Decisions** When evaluating candidates, both percentile and percentage scores are two related but separate tools. They each provide [different insights](https://www.geeksforgeeks.org/percentage-vs-percentile/) into a candidate’s suitability for a role. These measurements can lead to better-informed hiring decisions by clearly indicating both competency and competitiveness. Here’s how each score plays a vital role: ### **Percentages to evaluate core competency** Percentage-based scores offer a snapshot of a candidate’s core knowledge or skill level. They tell you exactly how much of the test material the candidate accurately understood or completed. This measurement is particularly useful for evaluating hard skills in technical or knowledge-based roles. For example, if a candidate scores 90% on a [software skills test](https://employtest.com/microsoft-office-skills-test/), you know they’re highly proficient in that area. Using percentage scores helps you establish a baseline of competency, making sure candidates have the required knowledge to succeed. **Key Benefits of Percentages:** - Allows assessment of fundamental knowledge and skills. - Measures correctness independently, showing a candidate’s specific competencies. - Helps verify whether candidates meet the minimum job requirements. ### **Percentiles for evaluating candidate ranking** Percentile scores help you understand how a candidate ranks relative to their peers. This comparison helps when hiring for competitive or leadership roles. For instance, if a candidate is in the 90th percentile, they outperformed 90% of other test-takers. They stand out in a competitive applicant pool. Percentile rankings add context. They help HR identify top talent among applicants with similar competencies. **Key Benefits of Percentiles:** - Offers comparative insight, essential for roles with high competition. - Helps pinpoint candidates with a standout performance. - Reduces the impact of hiring bias by focusing on where a candidate ranks within a group. ## **5 Best Practices for Using Percentiles and Percentages in Hiring** HR professionals can follow these best practices for a well-rounded candidate assessment strategy: ### **1. Customize pre-employment tests based on job roles** Use pre-employment tests tailored to the specific skills required for each role. Then, leverage percentile rankings to understand candidates’ strengths. In the case of analytical roles, percentile scores can show how a candidate’s problem-solving skills stack up against others. ### **2. Establish benchmark scores based on job level and test** Setting different percentage and percentile benchmarks for entry-level, mid-level, and senior positions makes sure that your criteria match the job’s demands. You can prioritize percentage scores for junior roles focusing on core skills, while senior roles may require top-percentile scores to secure highly competitive candidates. A sales team hiring junior reps might emphasize Excel skills via percentage score in a [Microsoft Office skills assessment](https://employtest.com/excel-tests-job-applicants/). Meanwhile, percentiles in [sales aptitude tests](https://employtest.com/sales-ability-tests/) are more crucial for senior roles. ![Focused young woman working on desktop computer at office](https://employtest.com/wp-content/uploads/2024/11/shutterstock_2390583991.jpg) ### **3. Use percentile data for long-term workforce planning** Track percentile scores of all candidates, even those not immediately hired, to create a talent pipeline. Also, keeping a database of high-percentile candidates can be valuable when similar roles open up in the future. Now, you have a resource for quicker, more efficient hiring. ### **4. Use percentiles to reduce hiring bias** Percentile data can reduce unconscious bias by providing a standardized measure of a candidate’s ranking. This approach allows you to evaluate candidates objectively. You’ll get to focus on their performance relative to the group without considering personal background factors. ### **5. Compare percentile ranges across departments** Analyze percentile data across different departments to uncover [skill gaps](https://employtest.com/hrblog/skills-gap-analysis/) or strengths. This move can help you identify which positions to open. Say a department consistently attracts lower percentile candidates. It might be worth adjusting recruitment strategies to attract more competitive applicants. ![Concentrated man and woman workers sit at office desk negotiating](https://employtest.com/wp-content/uploads/2024/11/shutterstock_1389051572.jpg) ## **The Full Picture of Candidate Potential** Both percentile and percentage scores are invaluable in making smart hiring decisions by showing how well candidates perform individually and compared to peers. Percentages reveal core proficiency, while percentiles highlight a candidate’s ranking—key insights for finding the best fit. EmployTest’s [employment assessment tests](https://www.employtest.com/) provide the accuracy and metrics needed for more confident hiring decisions. Ready to take your hiring strategy to the next level? Improve your hiring strategy with expert tips – [read our comprehensive guide now!](https://employtest.com/helpful-tools/) --- ### [Job Rejection Emails: Tips and Sample Letters for HR Teams](https://employtest.com/hrblog/job-rejection-emails-samples-tips/) **Published:** March 21, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### How Do You Write a Rejection Email? For a job rejection email, use a clear subject line, address the candidate by name, and express appreciation. State the rejection clearly, provide feedback if desired, and encourage future applications. End on a positive note. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Supervisor Tests for Hiring](https://employtest.com/supervisor-aptitude-test/) Delivering disappointing news is an inevitable part of the recruitment process, and having to say “no” to eager candidates can feel disheartening. However, job rejection emails present opportunities to nurture relationships and uphold your employer brand if crafted thoughtfully. For HR teams looking to strengthen their hiring decisions before reaching this stage, the [HR Generalist Knowledge Test](https://employtest.com/hr-generalist-knowledge-test/ "HR Generalist Knowledge Test") helps ensure candidates meet key competency standards from the start. This guide will equip your HR teams with tips, templates, and best practices for writing empathetic rejection emails. ### **What is a Job Rejection Email?** A job rejection email is a formal communication sent by a hiring manager or recruiter to a job applicant, informing them that they were not selected for a position they applied for. It’s an extremely important part of the recruitment process that helps maintain a positive relationship with candidates, even if they were not successful in securing a job at your company. ## **Why Job Rejection Emails Matter** You may wonder if sending job rejection emails is worth the effort. Here’s why taking the time to deliver bad news respectfully should be an essential part of your hiring process: #### **Saves Recruiters’ Time** According to an [**Indeed survey**](https://www.indeed.com/hire/c/info/how-to-write-a-candidate-rejection-email), a substantial proportion of job candidates face delays in receiving responses during the recruitment process. Over 44% wait two weeks, while 15% experience even longer delays of several months before receiving any communication from the company. Uninformed candidates often follow up repeatedly, taking up recruiters’ time unnecessarily. A rejection email provides closure so candidates can focus their efforts elsewhere. #### **Boosts Employer Brand** A thoughtful rejection email reinforces candidates’ positive perceptions of your company. Even if unsuccessful, people appreciate transparency and closure. Handled sensitively, their overall application experience remains constructive. #### **Encourages Future Applications** A recent [**survey by Joblist**](https://www.joblist.com/trends/almost-half-of-job-seekers-lost-confidence-from-receiving-rejection-letters) revealed that nearly half of job seekers (49.5%) experienced a loss of confidence after being rejected for a position. However, well-crafted rejection emails can help maintain a positive relationship with talented candidates and keep the door open for future opportunities. By nurturing these relationships, companies and HR teams can build a strong [**talent pipeline**](https://employtest.com/hrblog/how-to-build-a-talent-pipeline) and increase their chances of filling future openings with qualified candidates. #### **Upholds Industry Reputation** As human resource professionals, we’re all connected. How you treat candidates, even unsuccessful ones, impacts your personal and company reputation in the industry. ![Job Rejection Emails For Hr Teams](https://employtest.com/wp-content/uploads/2024/03/Job-Rejection-Emails-for-HR-Teams-1-300x197.jpg "Job Rejection Emails For Hr Teams") ## **Crafting Perfect Job Rejection Emails: Key Components** Crafting a well-written job rejection email is an essential part of the hiring process. Here are some key components to consider when crafting an effective job rejection email: #### **Subject Line** Start with a clear and concise subject line that conveys the purpose of the email. Avoid vague or generic subject lines that may get lost in the candidate’s inbox. #### **Professional Greeting** Address the candidate by their name, showing that you recognize and value their efforts. A formal salutation like “Dear Candidate Name” creates a professional tone. #### **Express Appreciation** Show your gratitude for the candidate’s time and effort in applying for the role and attending any interviews. Thank them for their interest in your organization and the position. #### **State the Rejection Upfront** Clearly state your decision early in the email to avoid leading the candidate on. Be straightforward and empathetic in your language, acknowledging the disappointment they may feel. #### **Provide a Reason (Optional)** If possible, offer a general reason for the rejection. This shows the candidate that their application was taken seriously and provides them with feedback for future job searches. However, be mindful not to give overly specific feedback unless the candidate has requested it. #### **Encourage Future Applications** If the candidate was a good fit but didn’t make the cut for this particular role, encourage them to apply for future openings. This shows that you value their skills and qualifications, and may lead to successful hiring in the future. #### **Close with a Positive Note** End the email on a positive note, wishing the candidate well in their job search and thanking them for their understanding. A friendly and professional closing statement leaves a lasting impression and reinforces the positive image of your organization. ### **Sample Rejection Email Templates For HR Teams** Crafting a rejection email requires a delicate balance between conveying empathy and professionalism. Here are some sample job rejection email templates that you can customize according to your specific needs. **Download your** [**free rejection email templates here!**](https://employtest.com/wp-content/uploads/2024/03/Sample-Job-Rejection-Email-Template.pdf?utm_campaign=WP-Blog-Posts&utm_medium=downloadable-file&utm_source=ET-Website&utm_term=Job-Rejection-Emails-Sample-Letter) ### **Get the Most Out of Pre-Employment Assessments** [**Pre-employment assessments**](https://employtest.com/tests/) like [**skills tests**](https://employtest.com/basic-employment-skills-test/), and [**personality tests**](https://employtest.com/personality-profile/) provide an efficient method for evaluating candidates. As you streamline your hiring process using these assessments, it’ll naturally result in more rejection decisions, and that’s a good thing. With effective data-driven screening methods, [pre-hiring assessment tests](https://employtest.com/) can efficiently show the skill sets of the applicant pool, allowing you to handle more applicants with ease. While it’s true that more applicants may lead to more job rejection emails, the goal is to find the best fit for the job, and these assessments can help achieve that. Skills tests and interviews effectively identify top talent, but people aren’t just data points. After all, measuring success requires evaluating not only key hires but also graceful goodbyes. **Blog Categories:** Employment Tips --- ### [Interviewing For a Supervisor Position: Tips And Sample Questions](https://employtest.com/hrblog/interviewing-for-a-supervisor-position/) **Published:** July 10, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **What is a Supervisor’s Role?** A supervisor manages a team, ensuring tasks meet quality standards. They delegate, provide guidance, evaluate performance, and connect management with staff while addressing scheduling and workplace issues. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Supervisor Tests for Hiring](https://employtest.com/supervisor-aptitude-test/) Hiring for a supervisor role can be challenging. Do you hire someone experienced from outside of your company? Or do you promote an exceptional employee [from within](https://employtest.com/hrblog/internal-recruitment/)? Due to the unique nature of work and the hefty responsibility of this position, it’s hard to know if someone is the right fit from just an interview. HR teams must be proactive in their screening when hiring for a role that will directly impact company profitability, efficiency, and morale. Add [supervisor aptitude test](https://employtest.com/supervisor-aptitude-test/ "supervisor aptitude test") to gauge decision-making and leadership capacity up front. ## **Interview Tips for a Supervisor Position** If you need to hire a new supervisor, it’s important to take a strategic approach to the hiring process. Here are some helpful tips to keep in mind during your search: #### **1. Have a clear job description** The [Bureau of Labor Statistics](https://www.bls.gov/oes/current/oes431011.htm#ind) outlines some supervisor duties s as being to “directly supervise and coordinate the activities of clerical and administrative support workers.” This is a great start for your job description, but it’s also incredibly vague. Just like with other jobs, you should make the expectations clear and describe any unique circumstances. Is the supervisor role for a retail store, a corporate office, or a warehouse? The duties and necessary knowledge would vastly differ depending on which one. If you’re trying to attract an outside hire, a clear job description will engage more qualified candidates. #### **2. Consult your employees** Current employees are a great resource for explaining the qualities a new supervisor should have. No one understands the day-to-day processes better than they do, and they can often list what is needed for the role and new supervisor tips. At the same time, employees might have some grievances from their experience with past managers. Open up the discussion and note personality traits that would be more likely to be successful in motivating the team to achieve company goals or improve culture. If you’re considering promoting an internal employee, existing staff are also a great resource. This can be one of the best hiring options if an existing employee already has the respect of their peers and demonstrates the skills required to lead a team. #### **3. Consider hiring mature workers** Seeking older workers for supervisor roles can benefit your business according to the [Harvard Business Review](https://hbr.org/2019/09/the-case-for-hiring-older-workers). Seasoned workers can apply their extensive prior work experience to these positions. Leadership skills that supervisors require can be hard to obtain, but it’s likely that an older employee would have developed them through years on-the-job. Especially if you hire new college graduates, these seasoned candidates can teach employees new skills and share their wealth of knowledge. #### **4. Use skills based testing** To ensure you’re hiring the best candidate, one popular screening tool is a [Supervisor Aptitude Test](https://employtest.com/supervisor-aptitude-test/). Resumes and interviews can’t reveal a candidate’s confidence or reliability for the supervisor duties. Current employees may think they would make a great supervisor, but knowledge about the work doesn’t always translate into being a strong leader. This quick, 15-minute test can help ease your concerns and bring stand-out candidates to your attention. Not only will it evaluate and rate some of the aforementioned supervisory qualities, but it will also ensure that the applicant is being truthful on their resume and in the interview. The [Supervisor Aptitude Test ](https://employtest.com/supervisor-aptitude-test/)can be used at the beginning of the hiring process, after an initial interview, or even administered to existing employees. Using this insightful tool can reduce the time it takes to weed through numerous applications and score reports allow you to easily compare candidates’ aptitudes. ![Interviewing For A Supervisor Position](https://employtest.com/wp-content/uploads/2019/10/Interviewing-For-a-Supervisor-Position.jpg "Interviewing For A Supervisor Position") ## **15 Interview Questions for a Supervisor Position** When interviewing candidates for [a supervisor position](https://employtest.com/hrblog/what-makes-a-good-supervisor/), it is crucial to assess their leadership skills, problem-solving abilities, and management style. The sample questions in this list are designed to provide valuable insight into these critically important aspects. Download your free printable [Sample Supervisor Interview Questions here](https://employtest.com/wp-content/uploads/2024/07/Sample-Supervisor-Interview-Questions.pdf?utm_campaign=WP-Blog-Posts&utm_medium=downloadable-file&utm_source=Website&utm_term=supervisor-interview-questions)! 1. How would you describe your management style, and how do you adapt it to different situations and team members? 2. Can you share an example of a challenging situation you faced as a supervisor, and how you handled it? 3. What strategies do you use to motivate and engage your team members? 4. How do you handle underperforming employees, and what steps do you take to help them improve? 5. Can you describe a time when you had to make a difficult decision that impacted your team? How did you approach it? 6. What do you consider to be the most important qualities in a successful supervisor, and why? 7. How do you ensure clear communication and transparency within your team? 8. Can you share an example of a project or initiative you led as a supervisor, and what was the outcome? 9. How do you handle conflicts or disagreements within your team, and what steps do you take to resolve them? 10. What do you see as the biggest challenges in this supervisory role, and how would you approach them? 11. What methods do you use to monitor and evaluate your team’s performance? 12. How do you stay updated with industry trends and best practices in your field? What resources do you rely on to continuously improve your skills? 13. What strategies do you use to foster a positive and inclusive work environment? 14. How do you identify and develop talent within your team? Can you share an example of a team member you helped grow and succeed? 15. If hired for this position, what would be your top priorities in the first 30-60 days? How would you go about assessing the team and identifying areas for improvement? ### **Interviewing For a Supervisor Position: Summing it Up** Don’t settle for a micro-managing boss when you can hire a game-changing leader. While figuring out which candidate is the best may seem like a big ask, you can make it efficient with some planning and the right tools. One powerful tool you can leverage is a [**Supervisor Aptitude Test**](https://employtest.com/supervisor-aptitude-test/). This quick assessment helps you identify candidates with the key qualities to be an effective supervisor, such as leadership, problem-solving, and communication skills. With these interview strategies,questions and [insightful tools](http://employtest.com/tests) in your arsenal, you’re set to find a supervisor who’ll transform your team from good to exceptional. So go forth, brave HR warrior, and find that supervisor who’ll make your employees actually look forward to Mondays! **Blog Categories:** Computer Tests, Hiring Tips --- ### [Behavioral Testing: Key Personality Traits for Success](https://employtest.com/hrblog/behavioral-testing-key-personality-traits-for-success/) **Published:** May 10, 2024 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes ### What Is Behavioral Testing? Behavioral testing is a type of assessment that evaluates how individuals respond to scenarios, revealing competencies like problem-solving, teamwork, communication, and reactions to stress. This type of assessment provides objective data on motivations, judgment, and likely behavior patterns. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Behavioral Tests for Hiring](https://employtest.com/personality-profile-test/) Behavioral testing insights help predict job fit and on-the-job performance for hiring and employee development. It takes more than skill to be the right fit for a position. Some applicants might have the knowledge and abilities to solve tasks, but their behavior and how they cooperate with others could leave something to be desired. For a fast, job-relevant screen, try [grit and resilience pre-hire test](https://employtest.com/grit-and-resilience-pre-hire-test/ "Grit and Resilience Pre-Hire Test") as part of your workflow. That’s why [34% of employers use some form of a personality test in their hiring process.](https://3cmsd11vskgf1d8ir311irgt-wpengine.netdna-ssl.com/wp-content/uploads/2021/12/2021-North-America-CandEs-Research-Report_12-14-2021.Final_.pdf) Personality tests for work and behavioral testing reveal the [behavioral tendencies of your job candidates in potential work scenarios](/hrblog/hiring-essentials-behavioral-assessment). The outcome of combining these tests with other pre-employment assessments is a clearer, [more detailed picture of your applicants’ soft and hard skills](https://employtest.com/hrblog/behavioral-assessments-for-hiring). In this article, we’ll discuss some of the traits measured by behavioral assessments, how to interpret your candidates’ scores, and how to best follow up on their test results during the HR interview. Table of Contents - [What Do Behavioral Tests Measure?](#h2-what-they-measure) - [Behavioral Qualities: Key Traits](#h2%20behavioral-traits:%20key%20traits) - [Adaptability](#adaptability) - [Assertiveness](#assertiveness) - [Competitiveness](#competitiveness) - [Confidence](#confidence) - [Leadership](#leadership) - [Teamwork inclination ](#teamwork) - [Stress tolerance](#stress-tolerance) - [Behavioral Assessment Interview Questions](#questions) **Which Personality Traits Lead to Success in Behavioral Testing? (Video)** ## What Do Behavioral Tests Actually Measure? Behavioral testing doesn’t reveal whether an applicant has the knowledge or ability to perform the job. Instead, [it allows you to see how someone would act in a hypothetical workplace environment](https://employtest.com/hrblog/behavioral-assessment-101). For example, if you are looking for a salesperson, the candidate should have previous sales experience, market knowledge, and advanced communication skills. But that does not necessarily mean that any candidate with these attributes will be a good fit for your company. What if a person with good work experience, knowledge, and skills lacks empathy, confidence, persistence, or patience? Is hiring an extrovert over an introvert in this case beneficial for your company? Behavioral assessments determine who has the specific key personality traits required by the position. These are some common personality characteristics assessed through behavioral testing: - Adaptability - Assertiveness - Competitiveness - Confidence - Leadership - Teamwork inclination - Stress tolerance ## **Behavioral Qualities: Key Traits** ### **Adaptability** A person’s adaptability reflects their level of flexibility and openness to change. This key personality trait is desirable if you need someone to work in a fast-paced environment with frequent priority shifts. As Jennifer Orechwa writes, adaptable people are much better stress managers, because they “embrace change as an opportunity. If your company is undergoing organizational changes (most are), adaptable employees should smoothly transition into new duties and responsibilities. The need for a flexible employee has never been greater with today’s rapid economic changes. If an applicant scores low on adaptability, that would mean they are less likely to change their ways, which can translate poorly to daily work situations in more dynamic offices. > **Pro Tip:** Candidates with high adaptability scores are likely to thrive in dynamic environments and help your organization navigate change effectively. ### **Assertiveness** A person’s assertiveness refers to the degree to which they tend to assume control in group situations, such as meetings or collaborative projects. Most managerial and sales positions, for example, should require the candidate to be assertive, as these roles are best performed by people with those traits. If your respondents have a lower score, they might be less likely to stand up, take the lead, and speak for themselves or the whole group. Participants that score within the moderate range could decide to step forward, but would require a specific situation or incentive to do so. Candidates that score high on assertiveness tend to be more confident and decisive than others and may be better suited for future leadership roles. ### **Competitiveness** Assessing a candidate’s competitiveness will show you their level of desire to beat the competition. Their competitiveness score shows you how ambitious your candidates are, which is especially important for jobs that entail benchmarks and goal achievement, such as sales positions. Competitiveness is also important if you’re looking for candidates who can later grow out of their role and advance to higher positions. Still, it’s good to remember that applicants who score low on competitiveness aren’t any less driven to succeed than those who score high. This is because competition in the workplace can be just as much of a work deterrent as it can be productive. [According to recent research](https://www.forbes.com/sites/work-in-progress/2015/07/08/competition-at-work-positive-or-positively-awful/?sh=268f0de42da8), 25% of employees have had their motivation negatively impacted by a competitive workplace. These candidates should not be seen as slackers. They often, in fact, make for valuable team players. ### **Confidence** For positions that need independent thinkers with a go-getter attitude, pay attention to your candidates’ confidence scores. Employees should be confident in their actions and choices, especially when it comes to those in managerial positions. People in charge need a high level of healthy self-assurance to perform the job well. People that score lower on this test are more affected by what their environment thinks about them. So, less confident employees might have problems expressing themselves when discussing important work topics with partners, clients, and customers. If you are looking for someone who will need to represent your company on a daily or weekly basis, a low confidence score in personality tests for jobs is not a positive sign. However, keep in mind that [confidence can be learned](https://hbr.org/2021/08/how-to-build-confidence-at-work). Some candidates might need a little bit more time to make their voice heard – that doesn’t mean they should be taken out of the equation based just on their score on the personality test for hiring. ### **Leadership** Leadership skills are necessary for supervisors, managers, and other higher positions. [As many great leaders will tell you](https://www.entrepreneur.com/article/220518), this behavioral trait doesn’t only translate to the tendency to guide others, but also to provide them with additional information and support. Candidates with high scores will have the ability, interest, and tendency to take charge. However, candidates who score low on leadership aptitude will not be likely to step up to such a position even if provided the opportunity. ### **Teamwork** Teamwork inclination refers to how willing the applicant is to tailor their work to the rest of the team, in order to achieve group goals. The tendency towards teamwork, as a behavioral trait, also reveals which applicants are likely to exchange useful information with their peers, contribute to projects, and boost team morale. A positive teamwork attitude is, of course, highly appreciated across all industries and positions. Still, applicants who score low on teamwork can still bring value to your company. Even though they might prefer to work independently, they may need less guidance and support from others to do the job well. For example, sales representatives, copywriters, researchers, or consultants do not typically need a great teamwork score to do great work. ### **Stress Tolerance** Your candidate’s stress tolerance score on the personality test for work will reveal how they are most likely to behave in stressful work-related situations. Conflicts can arise between co-workers or employees and customers, and behavioral testing will show you if your candidate has the capacity to manage their stress and stay calm. The work environment today is packed with pressure – the [2022 Gallup State of the Global Workplace Report](https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx) has found that 60% of its survey respondents feel “emotionally detached while at work. 19% reported feeling consistently “miserable. Multitasking, the necessity to achieve demanding goals, or interacting with customers can all trigger stress. Respondents who score low on stress tolerance may not do well under pressure, and you should think twice whether to consider them for stress-inducing roles such as customer service. Stress is less of a factor for candidates with a higher tolerance, and you’ll be able to count on them even in particularly intense situations. When searching to fill any job position, you should consider the ideal behavioral profile for the role. With [EmployTest,](https://employtest.com/) you can even create a custom behavioral assessment and personality tests for jobs that can help you hire a person with personality traits that exactly match your work environment and job requirements. But how can you use the behavior testing results to drive your hiring process? [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ![Work Behavioral Testing](https://employtest.com/wp-content/uploads/2022/06/Work-Behavioral-Test-300x200.jpg "Work Behavioral Testing") ## **Behavioral Assessment Interview Questions** The results of behavioral testing will provide you with a general picture of your candidate’s personality. Then, during the job interview, you can use the results to fill in the gaps of the assessment. To do this, it’s important to prepare quality questions. Here are some of the possible questions to use for assessing different behavioral qualities: #### **Adaptability** How often do you change your way of thinking? Is it hard to change your opinion? Describe a work-related situation where you had to adapt to the group even though your views were different. Describe a workplace situation where you had to change your ways to complete a challenge. Assertiveness Is being assertive with customers and co-workers comfortable for you? Describe a situation where you were out of your comfort zone. When could you have been more assertive? Competitiveness How much do you want to win? How do you handle defeat? Did you learn anything from that loss? Describe a situation when you failed short to beat the competition. Are you willing to take risks in order to win? Have you ever decided not to take a risk on something, even though it was necessary to succeed? Confidence Do you ask someone for advice before making a decision, or are you able to decide on your own? Describe your decision-making process. Were you afraid that others would look at you differently after you made a decision that affected them? How certain were you that it was the right decision? Leadership Describe a work-related situation where you had to follow others instead of leading the team? How did that make you feel? Why do you think you prefer being the leader? How would you feel if someone replaced you as a leader? Teamwork inclination Were you ever upset with a co-worker whose poor performance hurt the team? How did you communicate with that person? Describe the situation. When team morale is low, do you take action to improve it? How would you boost the confidence of your teammates? Stress tolerance What was your reaction after a stressful work-related situation? How long did it take to compose yourself and carry on? Would you say that stressful situations have a lasting impact on you? Retell a situation from your professional career that you overcame by being calm. ## **To Sum Up** As highlighted in our recent [comparison with TestGorilla](https://employtest.com/helpful-articles/comparing-testgorilla-vs-employtest/), behavioral testing is essential to making informed hiring decisions. This type of personality test for hiring reveals information that cannot be extracted from resumes or cover letters. Instead, it helps you understand how your potential employees would behave in theoretical workplace situations. With behavioral testing, you can find the person who will not only thrive in their role, but also boost your team’s overall performance. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** behavioral profile, personality tests --- ### [Why Employers Should Use Behavioral Assessments for Hiring](https://employtest.com/hrblog/behavioral-assessments-for-hiring/) **Published:** February 18, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ## **What is the Behavioral Assessment Test for a Job?** Behavioral assessments are pre-employment tests designed to measure critical interpersonal qualities beyond just skills or experience. These include personality traits, workplace behaviors, ethics, culture fit, and more. Behavioral assessments for hiring are used to predict on-the-job performance and identify top talent matches. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Behavioral Tests for Hiring](https://employtest.com/personality-profile-test/) **[Talent Board’s 2022 Report](https://www.eremedia.com/candidate-experience "Talent Board’s 2022 Report") shows that almost ha**lf (45%) of companies use pre-employment assessments during their hiring process, 42% of which are [**personality tests**](https://employtest.com/personality-profile/). [Pre-employment assessments tests](https://employtest.com/) give you a clearer, more detailed picture of your future employee. Competency tests like [**MS Office**](https://employtest.com/microsoft-office-skills-tests), [**computer skills**](https://employtest.com/computer-skills-test), and industry-specific tests help companies hire the best candidates with the right skills. Combining these tests with behavioral assessments makes the hiring process more effective and efficient. ## ****What are the Different Types of Behavioral Assessments for Hiring?**** The most common types of behavioral assessments for hiring include: - **Personality tests** – Evaluate a candidate’s characteristics like introversion, curiosity, cooperation, and adaptability. - **Emotional intelligence tests** – Assess self-awareness, empathy, and social awareness. - **Situational judgment tests** – Present real-world scenarios to test judgment. - **Integrity tests** – Quantify traits like reliability and propensity to follow rules. While skills tests may reveal if a candidate can do the job, behavioral assessments help answer an equally important question: Will they thrive in your unique work environment? **How Can Behavioral Assessments Improve Hiring Decisions? (Video)** ## **What Should Behavioral Assessments Include?** A good behavioral assessment should include situational judgment questions that present hypothetical workplace scenarios. These tests measure traits such as problem-solving, communication, integrity, emotional intelligence, and response to stress and conflict. Top companies understand the importance of finding just the right hire, and they realize the value of pre-employment tests in achieving this goal. > > **“Tech skills get you through the door, but behavioral competencies determine how far you’ll go. That’s why smart hiring isn’t just about what candidates know; it’s about how they apply it.”** > > [**Ken Crowell**](https://www.linkedin.com/in/crowellken) **– EmployTest** [Behavioral assessments](https://www.shrm.org/hr-today/news/hr-magazine/Pages/0414-predictive-analytics-hiring.aspx) are your secret for optimizing hiring decisions and building that dream team! However, without the right tools, behavioral assessments can feel like a maze. You know you need them, but figuring out how to implement and use them effectively… that’s the real challenge. Let’s go over the benefits of behavioral testing, how using the right test can uncover the positive personal attributes your team is looking for, and how monitoring performance can lead to better training decisions for long-term success. ## **The Benefits of Behavioral Assessments** for Hiring The world of hiring is a complex one, but behavioral assessments are here to make it easier. Beyond resumes and interviews, these tools can give you a [deeper insight into your candidates’ skills,](https://www.indeed.com/career-advice/career-development/behavioral-assessment) abilities, and personality traits. - You’re not just looking at qualifications on paper anymore; behavioral assessments provide data-driven insights that allow for more informed decisions in the recruitment process. - A well-rounded view of potential employees ensures they fit seamlessly within your team dynamics while also possessing necessary technical capabilities. - You’ll have concrete evidence about their suitability for specific roles within your organization based on objective measures from these tests. - Say goodbye to high turnover rates as you hire individuals who align with company culture and role requirements. Now that we understand the importance of behavioral assessments, let’s explore how you can select a suitable tool. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ## **How to Identify the Right Behavioral Assessment Tool** ![Behavioral Assessment](https://employtest.com/wp-content/uploads/2023/08/behavioral-assessment-300x200.jpg "Behavioral Assessment") Selecting a behavioral assessment tool is no small feat, and a testing partner can make the selection process easier. Different tools cater to different types of jobs, so it’s important to do your research before deciding on one. ### **Finding the Appropriate Employee Behavioral Assessment** The key lies in understanding what each tool measures and how its results align with the demands of the job at hand. Collaborating with a specialist in pre-employment testing, such as EmployTest, can provide you with high-quality resources that cater to your organization’s needs. ### **Tailoring Tools to Job Requirements:** - **Analyzing data-driven roles?** Consider assessments focused on **logical reasoning abilities or numerical aptitude tests.** - **Hiring for customer-facing positions?** Look into personality profiling that covers the traits needed, like **service orientation or conscientiousness.** - **Specifically looking for [customer-service](https://employtest.com/customer-service-aptitude-test) or [sales](https://employtest.com/sales-ability-tests) job tests?** EmployTest offers options tailored to both. - **Recruiting new leadership?** Examine the benefits of a [management aptitude test](https://employtest.com/management-aptitude-test) in your hiring decisions. - **Need a strong team player?** A key component often included within behavioral assessments is centered around [emotional intelligence test for applicants](https://employtest.com/emotional-intelligence-profile-test-for-applicants/ "Emotional Intelligence Profile Test for Job Applicants"), which allows recruiters to gauge factors that greatly affect social interaction and teamwork abilities. ## ![Employee Behavioral Assessment](https://employtest.com/wp-content/uploads/2023/08/employee-behavioral-assessments-behavioral-assessment-test.jpg "Employee Behavioral Assessment") ## ****How To Use Behavioral Assessments For Hiring**** If you are considering using [**behavioral assessments for hiring**](https://employtest.com/tests/), there are a few things you need to do to make the most out of this powerful tool: #### **Decide What To Measure** Determine the most critical behavioral indicators of success for each role. Is it problem-solving, resilience, communication, or planning skills? This can be done by conducting a job analysis. Prioritize testing specifically for those targeted competencies. #### **Select the Right Behavioral Test** Select a behavioral assessment that measures the job-related behaviors that you have identified. There are several behavioral assessments available, so you will need to choose one that’s reliable and valid. #### **Test Candidates Early in the Process** Inviting all applicants to take behavioral assessments right after initial resume screening saves you interview time and fast-tracks your hiring decision. #### **Evaluate Results Contextually** Don’t blindly eliminate those not meeting 100% of the criteria. Consider compensating strengths and other contextual factors that still make a candidate suitable. #### **Combine with Other Assessments** Combine behavioral insights with other types of skills testing to develop a full view of each candidate’s abilities. ## **FAQs About **Employee Behavioral Assessments for Hiring**** #### **Are there biases in personality or behavioral assessments for hiring?** While behavioral assessments aim to be objective, unfairness can still arise if tests are not scientifically validated or structured correctly. Employers should combine validated, job-relevant assessments with structured interviews to ensure fair hiring practices. #### **How long do behavioral assessments take?** Most assessments take **15-30 minutes**, depending on the depth of analysis required. #### **Can behavioral assessments replace interviews?** No. They should be used **alongside** interviews, skills tests, and reference checks for a complete candidate evaluation. ### ****The Perfect Hire is a Behavioral Assessment Test Away**** How do you know who is the best fit for your company? Industrial psychologists, behavioral experts, and data scientists believe in behavioral assessments because it yields data-driven, more informed hiring decisions. With so many risks in hiring the wrong person, it’s worth the additional effort of assessing behaviors. When researching testing providers, be sure to select a pre-employment testing platform that has a wide range of psychometric tests to accurately assess the behavioral traits your future employee should have. If you are a company that needs to streamline hiring costs, select a testing partner that provides [per-test pricing ](https://employtest.com/employtest-pricing/)instead of lengthy contracts with minimum order sizes. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** behavioral profile,personality tests --- ### [Accounting Assessment Test: What to Use for Each Job Role](https://employtest.com/hrblog/accounting-assessment-test-job-role/) **Published:** March 14, 2024 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. ### **What Is the Employee Offboarding Process?** An accounting assessment test measures skills like financial reporting, bookkeeping, payroll, tax preparation, data entry, Excel proficiency, and attention to detail, focusing on the technical and practical capabilities needed for the role. To confirm accounting skills before interviews, use [pre-employment accounting test](https://employtest.com/accounting-test-for-employment/ "Pre-Employment Accounting Test") for applicants. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Accounting Tests for Hiring](https://employtest.com/pre-employment-accounting-test/) Accounting, just like any other career, comes in a variety of shapes, sizes, and levels of responsibility. This is why when you hire for an accounting job, testing relevant skills and knowledge with an accounting assessment test is [**critical**](https://www.skeeled.com/blog/3-reasons-why-you-should-use-pre-hire-testing-and-assessment-in-your-hiring) to choosing the right candidate. With fast-changing technology and economic recovery in progress, an increased demand for top talent creates new recruitment issues. Many hiring managers are now facing a sector-specific skills deficit, further impacted by [**national trends**](https://employtest.com/hrblog/accounting-hiring-trends/). Dr. Bradford Smart, author of [**Topgrading**](https://www.amazon.com/Topgrading-3rd-Edition-Turbocharges-Performance/dp/1591845262), outlined that poor hiring practices can cost a company [**5 to 27 times**](https://talentpartnersinc.com/cost-of-a-mishire/) the annual compensation of a candidate. However, hiring qualified individuals can result in a [**3 times positive annual ROI**](https://smallbusinessmattersonline.com/revenue-per-employee-calculation/), as reported by SmallBusinessMatters. One simple way to achieve a [**positive hiring ROI**](https://employtest.com/roi-calculator-tool/) is to establish clear criteria in [**pre-employment testing**](https://www.omega-rehab.com/7-reasons-require-preemployment-testing/#:~:text=Preemployment%20Testing%20is%20Objective&text=This%20will%20allow%20you%20to%20predict%20a%20candidate's%20job%20performance,skills%20along%20with%20personality%20traits.). Hiring managers will benefit from knowing which tests to administer, because it saves resources and helps carve out a precise candidate profile. This article discusses: - **Career Levels in Accounting** - **The Right Accounting Assessment Test for Entry-Level Roles** - **How to Choose The Perfect Accounting Assessment Test for Mid-Level Roles** - **Best Accounting Assessment Test for Senior-Level Roles** **Which Accounting Test Is Best for Each Job Role? (Video)** ## **Career Levels in Accounting** Accounting can be a [**rewarding career** ](https://www.businessbecause.com/news/masters-in-accounting/7744/career-in-accounting?sponsored)with many opportunities for growth and advancement. It’s a career that may lead to one of the [**highest-paid jobs**](https://moneyinc.com/highest-paid-cfos-in-the-united-states/) within the organization. The job itself requires accountants to be logical and linear thinkers, therefore the roadmap for career progression is just as linear. Like all professions, accounting has many [**career levels**](https://smallbusiness.chron.com/accounting-hierarchy-workplace-20991.html) that future accountants can plan for, including the public or private sector. Although there are various accounting roles and job titles, they can be categorized into roughly three tiers, each with its own requirements, duties, and responsibilities: 1. Entry-Level Accounting Jobs 2. Mid-Level Accounting Jobs 3. Senior-Level Accounting Jobs The descriptions below will show what each tier entails. ![Accounting Assessment Test](https://employtest.com/wp-content/uploads/2024/03/accounting-assessment-test.jpg "Accounting Assessment Test") ### **The Right Accounting Assessment Test for Entry-Level Roles** Accounting positions often [**require**](https://www.accounting.com/resources/top-entry-level-jobs/) a master’s degree, but graduates with an associate or bachelor’s degree may be suitable for certain entry-level positions. Most employees in these positions will have up to 2 years of accounting experience. Some jobs in the entry-level accounting jobs category are: 1. Accounts Payable/Receivable Specialist 2. Audit Associate 3. Bookkeeper 4. Financial Analyst 5. Junior Accountant 6. Accounting Clerk Accounting clerks and assistants are found at the bottom of the accounting career structure. They support accountants by inputting data, processing accounts payable, processing payroll, and performing preliminary number-crunching on accounts payable and receivable. Accountants and analysts are a level above them. Their responsibilities can include reporting, payroll, invoicing, accounts payables, receivables, and vendor qualification. Depending on the workload, these responsibilities are typically split among people in larger organizations. In smaller businesses, a single accountant may be expected to handle all of these responsibilities. Because much of the work performed by entry-level roles revolves around data entry, invoicing, reporting, and payroll, it’s critical that hiring managers use a [skills assessment test](https://employtest.com/) to screen applicants for relevant skills. Consider administering pre-employment tests that assess applicants’ [**attention to detail**](https://employtest.com/attention-to-detail-test),[ **typing and data entry skills**](https://employtest.com/typing-test),[ **basic accounting skills**](https://employtest.com/pre-employment-accounting-test), and [**Microsoft Excel skills**](https://employtest.com/excel-tests-job-applicants/). [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ![Accounting Assessment Test For Each Job Role](https://employtest.com/wp-content/uploads/2023/08/analyzing-statistics-300x200.jpg "Accounting Assessment Test For Each Job Role") ### **Choose the Perfect Accounting Assessment Test for Mid-Level Roles** Accountants with more experience rise to mid-level roles that require managing people and processes. They are frequently promoted to a senior-level post after serving in a [**mid-level position for 2 to 8 years**](https://www.rasmussen.edu/degrees/business/blog/accounting-career-path-guide/). This may be a rewarding time for accountants, as they develop proficiency in accounting procedures, stretch their leadership skills and begin to create opportunities for themselves in either the public or private sectors. Jobs that belong to the mid-level accounting jobs category are: 1. Accounting Analyst 2. Accounting Manager 3. Audit Manager 4. Cost Accountant 5. Finance Manager 6. Tax Manager Accounting managers are equal to mid-level business managers in the accounting career structure. An accounting manager’s primary responsibilities include supervising financial and supporting staff within a company. They prepare general ledgers, financial reports, annual audits, and budgets. Accounting managers and staff accountants are responsible for a number of tasks, including general ledger maintenance, financial statement review, financial report preparation, audit and budgeting assistance, and account reconciliation. A great staff accountant should also have excellent communication, organizational, and [**analytical skills**](https://employtest.com/cognitive-skills-test), so testing for those abilities is critical when hiring for this position. Mid-level accountants with solid experience earned through entry-level jobs can have a chance of being promoted to senior-level roles. Effective communication skills are necessary as mid-level accountants have people working over and below them. At the same time, being able to supervise and oversee all accounting processes is a required skill to have. As it can be hard to know applicants’ true skills based on resumes and interviews, employers should consider testing for [**accounting knowledge skills**](https://employtest.com/pre-employment-accounting-test), [**management aptitude**](https://employtest.com/management-aptitude-test), and [**supervisor aptitude skills**](https://employtest.com/supervisor-aptitude-test) to ensure that the correct applicant is hired for the job. ### **How to Assess an Accounting Manager?** To effectively assess an accounting manager, employ a multi-faceted approach using specialized tests. Use an accounting knowledge skills test to evaluate technical proficiency in financial reporting and advanced accounting principles. A management aptitude test can also be used to assess leadership and decision-making abilities. Finally, administer a supervisor aptitude skills test to assess their capacity to lead teams and handle managerial responsibilities in an accounting context. ### **Discover the Best Accounting Assessment Test for Senior-Level Roles** When transitioning from a junior to a senior position, accountants must exhibit a professional understanding of accounting principles, familiarity with [**GAAP**](https://www.investopedia.com/terms/g/gaap.asp) (Generally Accepted Accounting Principles), and the capacity to grasp business processes and strategies. Jobs that belong to the senior-level accounting jobs category are: 1. Audit Director 2. Chief Financial Officer 3. Controller 4. Director Of Finance 5. Senior Accountant 6. Vice President Of Accounting Superior analytical and problem-solving abilities, as well as knowledge of accounting software, make it possible for senior-level accountants to take responsibility for reporting expenses, productivity, margins, and expenditures for businesses and organizations. Unlike junior accountants, they usually are not required to conduct admin duties like data collection, balance sheet population, or journal entry updating. Instead, this data gets delivered to them in the form of daily/weekly/monthly reports. Senior accountants undertake complicated strategic accounting initiatives and financial analysis using their hands-on accounting expertise and an in-depth understanding of accounting principles and company practices. In some cases, senior accountants act as liaisons, enforcing and monitoring adherence to company-wide accounting standards and processes in all departments. As senior roles have the longest list of job requirements, employers should consider using accounting assessment tests such as management [**aptitude**](https://employtest.com/management-aptitude-test) and [**supervisor aptitude**](https://employtest.com/supervisor-aptitude-test)**.** Being able to influence others, delegate work, and manage stress are often the primary attributes that differentiate a senior-level accountant from an entry-level accountant. In addition, senior-level employees often supervise their subordinates and motivate them to do a better job. Using [**management aptitude tests**](https://employtest.com/management-aptitude-test/) for senior-level accountants can give hiring managers information on reliability, helping disposition, and the self-confidence of potential candidates. ![Asian Woman Taking Accounting Assessment](https://employtest.com/wp-content/uploads/2024/03/woman-taking-accounting-assessment.webp "Asian Woman Taking Accounting Assessment") ### Frequently Asked Questions About Accounting Assessment Test #### **What is the best aptitude test for accounting?** The best aptitude test for accounting varies by need, but popular options include the **Wonderlic Personnel Test**, which evaluates general cognitive ability, and specialized **Accounting Aptitude Tests** that focus on basic accounting skills like math and financial knowledge. Choose a test based on whether you’re assessing basic skills or more advanced accounting knowledge. #### **Is the accounting test hard?** The difficulty of an accounting test depends on the candidate’s experience and familiarity with topics like financial statements, bookkeeping, and payables/receivables. Beginners may find basic concepts like balance sheets and income statements easier, while advanced candidates are tested on detailed accounting principles like reconciliation and cash flow analysis. #### **What is the format of an accounting assessment?** Accounting assessments typically include multiple-choice questions, practical exercises, and sometimes written responses or case studies. They test skills like math, problem-solving, and understanding of financial principles. The format can vary depending on the level of the position being tested for. ## **Test Smarter, Not Harder** Because an effective and experienced accounting team is critical to the success of any organization, there is a strong emphasis on making smart hiring decisions from the start. One of the [**most common ways**](https://www.shrm.org/topics-tools/news/talent-acquisition/predictive-assessments-give-companies-insight-candidates-potential#:~:text=The%20data%20support%20the%20growing,they%20use%20assessments%20is%20evolving.) to evaluate a candidate’s accounting and bookkeeping abilities, as well as their management skills, is by using accounting assessment tests. [**Accounting knowledge tests**](https://employtest.com/pre-employment-accounting-test)**,** [**pre-employment math tests**](https://employtest.com/math-assessment-test-pre-employment), or [**other pre-employment tests**](https://employtest.com/tests/) are all helpful tools that HR managers can use to evaluate potential candidates. These tests can help businesses accurately assess a candidate’s skills and abilities, determining if they are the right fit for the job. For more information on the importance of pre-employment tests for accountants, check out the article “[**Accounting Shortage: How Pre-Employment Tests Can Help**](https://employtest.com/hrblog/accounting-shortage-pre-employment-tests/).” For more resources, tools, hiring insights and recruiting tips, visit our [HR Blog](https://employtest.com/hr-blog/) and follow us on [LinkedIn](https://www.linkedin.com/company/employtest), [Facebook](https://www.facebook.com/EmployTest/), [Twitter](https://x.com/EmployTest), or [YouTube](https://www.youtube.com/@EmployTest). [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** Administrative and Accounting Skills Tests & Hiring Tips --- ### [5 Data Entry Skills Your Company Should Look For When Hiring](https://employtest.com/hrblog/data-entry-skills-test-hiring/) **Published:** September 26, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **What are Data Entry Skills?** Employees who have data entry skills are able to accurately and quickly input information into computer systems or databases. This requires fast and accurate typing, attention to detail, and proficiency with data entry software and spreadsheets. Organizational skills, basic computer literacy, time management, and the ability to identify and correct errors are also important. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Data Entry Tests for Hiring](https://employtest.com/typing-speed-and-data-entry-tests/) In any company’s day-to-day operations, a large number of forms, sheets, and documents are being processed, so it’s hard to overstate the importance of accurate and efficient data entry. Hiring employees with strong data entry skills is essential to maintain the integrity of your company’s information systems. For a fast, job-relevant screen, try [Typing and Data Entry Tests](https://employtest.com/typing-speed-and-data-entry-tests/ "Typing and Data Entry Tests") as part of your workflow. ### **The** **Role of Data Entry in Modern Business** Data entry is more than just typing numbers on a screen; it’s the lifeblood of business operations. [Statista](https://www.statista.com/statistics/871513/worldwide-data-created/) reports that around 402.74 million terabytes of data are created each day. From keeping customer info correct to ensuring financial reports are squeaky clean, companies need employees with strong data entry skills to make informed decisions, maintain all-important customer relationships, maintain compliance, and streamline processes. Without a skilled team that can enter data correctly, your company risks errors that could snowball into major operational headaches. ### **The Cost of Data Entry Errors** Lousy data entry can hit you where it hurts—your company’s bottom line. [Gartner Research](https://www.gartner.com/smarterwithgartner/how-to-improve-your-data-quality) shows poor data quality costs organizations an average of $12.9 million annually. That’s not a typo – we’re talking millions, not thousands. By hiring candidates with strong data entry skills, you can: - Significantly reduce error rates - Improve productivity and efficiency - Enhance data reliability for better decision-making - Minimize the risk of compliance violations ## **5 Data Entry Skills Your Company Should Look For When Hiring** When assessing potential hires for data entry positions, focus on these essential skills: #### **1. Typing Speed and Accuracy** Fast and accurate typing is the foundation of effective data entry. According to [ASAP](https://www.asaporg.com/efficiency-skills/average-words-per-minute-typing-how-fast-is-fast-enough#:~:text=For%20most%20people%2C%20the%20average,are%20considered%20an%20advanced%20typist.), the average typing speed is around 40 words per minute for most people; for admins and executive assistants, it’s a lightning-fast 60 words per minute. Look for candidates who can maintain a high word-per-minute (WPM) rate while minimizing errors. After all, speed without accuracy is about as useful as a race car with no brakes. #### **2. Attention to Detail** Data entry professionals must have a keen eye for detail in order to spot inconsistencies and errors in the information they process. They should be able to catch a misplaced decimal point faster than you can say “financial discrepancy.” #### **3. Basic Software Proficiency** Familiarity with common software, such as [Microsoft Excel](https://employtest.com/excel-tests-job-applicants/) and database management systems, is a prerequisite for modern data entry roles. Candidates should be comfortable navigating these tools efficiently. #### **4. Time Management** Efficient data entry requires prioritizing tasks and managing time effectively to meet deadlines and maintain productivity. Look for candidates who can juggle multiple data sets without dropping the ball. #### **5. Critical Thinking** Strong analytical skills help data entry professionals identify patterns and solve problems independently. Your company needs someone who approaches data like a detective, not just a transcriber. ![Data Entry Skills](https://employtest.com/wp-content/uploads/2024/09/data-entry-skills.webp)### **What Is A Data Entry Skill Test?** A data entry skill test is an assessment tool that evaluates a candidate’s ability to input information accurately and quickly into computer or software systems. It typically measures typing speed, accuracy, attention to detail, and software proficiency. Employers use these tests to identify candidates with strong data entry skills, improving hiring decisions. ## **The Advantages of Using a Data Entry Skills Test** Adding a data entry test to your hiring strategy brings countless benefits for your company now and in the future. #### **Objective Evaluation of Candidates** A data entry skills test provides an unbiased assessment of a candidate’s abilities, allowing you to make informed hiring decisions based on concrete evidence rather than subjective impressions or potentially embellished resumes. #### **Time and Cost Savings** By identifying qualified candidates early in the hiring process, you can reduce time spent on interviews with unsuitable applicants, lower the risk of costly hiring mistakes, and decrease employee turnover rates related to poor job fit. #### **Improved Job Performance and Satisfaction** When you hire candidates who have demonstrated their data entry skills through testing, you’re more likely to place them in roles where they can excel. This leads to: - Higher job satisfaction and engagement - Increased productivity and efficiency - Lower training and onboarding costs ## **How to Implement Data Entry Skills Test Into Your Hiring Process** To create an effective and fair data entry skills assessment process, you need to consider several key strategies. #### **1. Identify Critical Job Requirements** Start by carefully analyzing the job description to identify essential technical skills, required typing speed and accuracy benchmarks, necessary soft skills, and any industry-specific knowledge or compliance requirements. #### **2. Research Test Providers** Choose a provider for your data entry skills assessments. Look for companies with a strong track record in your industry. Make sure that the tests are validated and reliable and that they offer customization options for your company’s flexible needs. Using free data entry assessment tests found online can be tempting, but you get what you pay for. These assessments may not have been vetted and could open your company up to legal troubles if they are not compliant with EEOC guidelines. Choose an established provider for your data entry skills assessments to avoid wasting time and money on hard-to-use assessments or potentially discriminatory practices. Look for a test provider with [a strong track record in various industries](https://employtest.com/about/), ensuring the tests are validated and offering [customization options](https://employtest.com/custom-pre-employment-tests/) for your company’s flexible needs. #### **3. Choose the Right Test Format** Select a data entry skills test that aligns with your specific needs. Consider tests that evaluate: - [Typing speed and accuracy](https://employtest.com/typing-and-data-entry-speed-tests/) - Data entry software proficiency (e.g., [Microsoft Excel](https://employtest.com/excel-tests-job-applicants/), [Microsoft Word](https://employtest.com/microsoft-word-testing/)) - [Attention to detail](https://employtest.com/attention-to-detail-test/) and error detection capabilities - [Basic math](https://employtest.com/math-assessment-test-pre-employment/) and problem-solving skills #### **4. Integrate the Test into Your Hiring Process** Decide when to administer the data entry skills test in your hiring process. You can use it as an initial screening tool or give it before or after the first interview. Consider a two-stage process with a basic screening test followed by a more in-depth assessment. ### **Wrapping It Up** Accurate data drives the world, and hiring the right employees with solid data entry skills should be every company’s priority. Implementing a comprehensive data entry skills test as part of your hiring process also means that you’re taking a crucial step towards: - Building a more efficient and accurate workforce - Reducing costly errors and improving data quality - Enhancing overall organizational performance Are you ready to transform your hiring process and build a team of skilled data entry professionals? [Request a free demo ](https://calendly.com/employtest-sales/test-talk)of our data entry tests today! ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Director of Sales Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. [See Full Bio](https://employtest.com/author/etwriter/) Pre-employment testing Attention to Detail Tests MS Office Tests Computer Skills Tests [LinkedIn](https://www.linkedin.com/in/crowellken/) **Blog Categories:** Data entry skills test --- ### [Embrace the Power of a Typing Test for Employment](https://employtest.com/hrblog/typing-tests-for-hiring/) **Published:** August 28, 2023 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### **What is the typing test for employment?** The typing test for employment is a pre-employment assessment that measures an applicant’s typing speed and accuracy. It involves typing a given text within a set time frame, with results usually reported in words per minute (WPM) and error rate. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Typing Tests for Hiring](https://employtest.com/typing-speed-and-data-entry-tests/) Who’s still using a typing test for employment? You’ve probably been questioned more than once if you should keep the good old-fashioned typing test as part of your basic [pre-employment testing](https://employtest.com/basic-employment-skills-test/) arsenal. The good news? Not only are these tests still as relevant as ever, but they can be your secret weapon in spotting the skilled professionals your company needs! ## Why Typing Tests for Hiring Are Still Relevant You may wonder “why should I put applicants through a typing test for employment?” Hold onto your capes: the following five compelling reasons will make it clear. ### **1) Unmasking Attention to Detail with Typing Tests** In the battle for accuracy, typos are your arch-nemesis! A typing skills assessment reveals an applicant’s [attention to detail](https://employtest.com/hrblog/attention-to-detail-skills/), an essential quality for success in any job. While a standard interview might hide carelessness, a typing skills assessment brings those errors to the forefront. Assessing this trait can prevent you from hiring someone who might cause costly mistakes. For roles like [admin support and accounting](https://employtest.com/hrblog/pre-employment-testing-for-accounting-staff/), attention to detail is a must. However, typing skills ultimately matter for all positions! Use typing tests to spot the meticulous superheroes you need! ### **2) Speed: Unleash Lightning-Fast Typists** Time to bring on the Flash-like typing speed! A typing test for employment provides insight into how quickly an applicant can work and [how computer-savvy they are](https://employtest.com/computer-skills-tests-for-applicants-employees/). Speed can also impact teamwork dynamics, as slow typists may become bottlenecks in your workflow. With a typing skills assessment test, you can find candidates who fit seamlessly into your existing workforce and keep up with the pace of work. ### **3) Keyboard Mastery: The Super Skill** Many employers need their workforce to be skilled in keyboard shortcuts and touch-typing. For data entry magicians, transcriptionists, and customer service champions, [typing tests](https://employtest.com/typing-and-data-entry-speed-tests/) for hiring are their shining moment. ### **4) The Pressure-Proof Heroes** True champions remain calm under pressure. Adding typing tests for hiring to your process reveals an applicant’s stress and time management skills. When they type under timed conditions to a certain accuracy level, you’ll see how well they handle job stress. ### **5) Objective Evaluation: The Heroic Approach** No more guessing games! [Skills-based typing tests](https://employtest.com/tests/) offer an objective evaluation of candidates, regardless of their resume, education level, or work experience. Identify the unsung heroes in your talent pool and watch them excel in their roles, resulting in fewer retakes and missed deadlines. A typing test for employment reveals the ultimate superhero candidates! For a fast, job-relevant screen, try [data entry skills test](https://employtest.com/typing-speed-and-data-entry-tests/ "data entry skills test") as part of your workflow. ![Typing Tests For Hiring Typing Test For Employment](https://employtest.com/wp-content/uploads/2024/07/Typing-tests-for-hiring-typing-test-for-employment.jpg)## Typing Tests for Government Jobs Government offices and nonprofit organizations have unique needs and responsibilities. Finding the right people for your teams is essential to delivering top-notch services to your communities. When hiring for government jobs, accuracy, efficiency, and professionalism are non-negotiable. ### **1) Legal and Administrative Roles** Government offices often handle confidential information. Legal professionals, administrative assistants, and executive assistants need to work through complex documents with precision and speed. A typing test for employment ensures that your candidates can handle the demands of these positions with ease. ### **2) Public Services** From emergency services to public safety, government jobs dedicated to protecting and serving the community require quick and accurate communication. Typing assessments for government jobs help you find candidates who can respond promptly to critical situations, and that your services are delivered with superhero efficiency. ### **3) Data Entry and Research** Government agencies rely heavily on data for informed decision-making. Data entry specialists and researchers play a big role in gathering, organizing, and analyzing this data. A typing test confirms that your candidates have the data entry skills to keep your operations running smoothly. ## Make Typing Test Assessments for Employment Your Secret Weapon Congratulations, hiring heroes. You now know the power of a typing assessment for jobs, and in the quest to find the best possible candidate for your team, a typing test for hiring is your versatile super-tool! By assessing keyboard and computer proficiency, attention to detail, and speed, you can quickly filter out unqualified applicants and narrow down your search to find the perfect fit. Some may argue that typing tests for hiring are outdated, but we say they’re your secret weapon to predicting performance under pressure! Remember, the journey to discovering your next superhero team member could start with a typing test! To learn more about how hiring tests, such as a typing skills assessment for employment and government jobs, can improve your hiring process, [book a consultation with our expert team](https://calendly.com/employtest-sales/test-talk "book a consultation with our expert team")! ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Director of Sales Pre-employment testing Attention to Detail Tests MS Office Tests Computer Skills Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) Ken Crowell founded EmployTest in 2006 and leads the company today as CEO. His work centers on helping small and mid-sized businesses and government entities hire with more confidence, using pre-employment testing built around real job skills instead of gut instinct. That focus spans attention to detail, Microsoft Office proficiency, general computer skills, and the broader HR practices that shape a strong hiring process. Under his direction, EmployTest has grown into a platform trusted by more than 13,000 companies across the US, offering flexible credit-pack pricing with no annual commitment. Ken writes and speaks regularly on hiring strategy for SMBs, including an article for [CEOWORLD magazine](https://ceoworld.biz/author/ken-crowell/) and [ERE](https://www.ere.net/authors/ken-crowell). He holds a degree in management from the University of Georgia and draws on close to two decades in the pre-employment testing industry. Outside of EmployTest, he volunteers with disaster relief and youth protection organizations. Connect with Ken on [LinkedIn](https://www.linkedin.com/in/crowellken/). **Blog Categories:** typing test --- ### [How To Assess Administrative Assistant Skills In Candidates](https://employtest.com/hrblog/how-to-assess-administrative-assistant-skills/) **Published:** October 14, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### **What Are The Top 3 Skills Of An Administrative Assistant?** The top 3 administrative assistant skills are exceptional organizational abilities, strong attention to detail, and proficiency in Microsoft Office. These skills can be meticulously evaluated when hiring with the help of pre-employment tests. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Administrative Asssistant Skills Tests](https://employtest.com/job-title/job-placement-test-for-administrative-assistant/) Finding the right admin assistant can make all the difference in your organization’s efficiency and success. The [American Society of Administrative Professionals](https://discover.divcom.com/rs/756-FWJ-061/images/2020-ASAP-Report-on-APs-and-EAs-in-North-America.pdf) reports that the job, “as it was 30 years ago, no longer exists. But the admin assistant role isn’t vanishing; it’s evolving.” But how do you separate the exceptional administrative assistant candidates from the rest? What skills should you be looking for, and how can you effectively assess them? ### **Why Administrative Assistant Skills Matter** Imagine an office with messy calendars, lost files, and poor communication. Sounds like a nightmare, right? That’s why admin assistants are so important. They handle tasks that keep the office running well, from managing busy schedules to organizing important documents. Did you know that in 2023, there were 3.4 million secretary and [admin assistant jobs in the US?](https://www.bls.gov/ooh/office-and-administrative-support/secretaries-and-administrative-assistants.htm#tab-3) That’s a lot of people helping to keep offices organized! Whether you’re hiring for an in-office or remote admin assistant, knowing the essential skills for this job is crucial. Finding the right person can make a big difference in how well your organization works. For admin roles, [computer skills test for job applicants](https://employtest.com/computer-skills-test-for-job-applicants/ "Computer Skills Test for Job Applicants") helps verify core office skills up front. ## **Top 10 Administrative Assistant Skills to Look for in Applicants** What makes a great admin assistant? While companies might need different things, some skills are always valuable for admin assistants. Let’s look at the top 10 skills you should watch for: #### **1. Strong Organizational Skills** Imagine juggling multiple tasks, deadlines, and a mountain of paperwork. A great admin assistant is a master of organization, so the office runs like a well-oiled machine. They’re the masters of digital filing systems and information retrieval, ensuring everything is where it should be. #### **2. Effective Communication** Have you ever played a game of telephone where the message gets mixed up? Admin assistants prevent that in the workplace. They’re great at speaking and writing clearly, whether it’s through [emails](https://employtest.com/hrblog/professional-email-writing-skills-reasons-they-matter/), phone calls, or face-to-face chats. They make sure everyone understands what’s going on. #### **3. Attention to Detail** Typos, missed appointments, incorrect data – these little things can have big consequences. Admin assistants have a keen eye for detail, catching errors before they become problems. Their meticulousness ensures that everything, from reports to data, is accurate and reliable. #### **4. Time Management Skills** Time management is essential for prioritizing tasks effectively. Administrative assistants are experts at juggling multiple responsibilities and prioritizing tasks effectively. Candidates should prove their ability to meet deadlines consistently while maintaining high-quality work. #### **5. Proficiency in Microsoft Office Suite** Proficiency in software tools like Microsoft Office is non-negotiable. Administrative assistants should be adept at using [Word](https://employtest.com/microsoft-word-testing/) for document creation, [Excel ](https://employtest.com/microsoft-office-skills-test/)for data analysis, and [PowerPoint](https://employtest.com/windows-tests-powerpoint-tests/) for presentations. Familiarity with these tools enhances efficiency and productivity, and tasks are accomplished swiftly. #### **6. Data Entry Accuracy** Numbers and data are the lifeblood of many businesses. That’s why accurate data entry is crucial for maintaining reliable company records. Admin assistants need to be skilled at inputting information quickly and accurately. One small typo could lead to costly errors or misinformed business decisions. Look for candidates with lightning-fast typing skills and a proven track record of accurate data entry. #### **7. Problem-Solving Abilities** Unexpected challenges? No problem! Administrative assistants are quick thinkers and problem solvers. Regardless of the issue, they find solutions and keep things running smoothly. #### **8. Customer Service Skills** First impressions matter. Administrative assistants are often the first point of contact for clients and customers. That’s why excellent customer service skills are a must. A great admin assistant can turn a potentially frustrated client into a happy one with stellar customer service skills. #### **9. Flexibility and Adaptability** Change is the only constant in the workplace. Administrative assistants are adaptable and thrive in dynamic environments. They handle shifting priorities with ease, remaining calm and composed under pressure. #### **10. Confidentiality and Professionalism** Last but certainly not least, maintaining confidentiality is non-negotiable in administrative roles. Admin assistants often handle sensitive information, so they need to be the Fort Knox of office secrets. ![Administrative Assistant Skills](https://employtest.com/wp-content/uploads/2024/10/administrative-assistant-skills.jpg)## **How to Assess Administrative Assistant Skills in Candidates** So, you’ve got a pile of resumes all saying “great organizational skills” and “good with Microsoft Office.” But how do you know who’s really got these skills? Pre-employment skills testing gives your company a smart way to measure candidates’ skills. Here are some good tests to use: #### **Attention to Detail Test** Remember how we talked about the importance of catching those little errors? [Attention to detail tests](https://employtest.com/attention-to-detail-test/) check how well candidates can spot differences and inconsistencies. Given that administrative assistants often manage reports and databases, this skill is vital. #### **Microsoft Office Proficiency Tests** Everyone says they’re “proficient with Microsoft Office,” but these tests let candidates prove it. MS Office tests evaluate how well someone can use Excel and Word in real-world situations. #### **Emotional Intelligence (EQ Profile) Test** Have you ever worked with someone who just “gets” people? That’s emotional intelligence in action. An [EQ profile test](https://employtest.com/emotional-intelligence-profile-for-applicants/) measures how well candidates understand feelings – both their own and others. This skill is crucial for admin assistants who often act as the social glue of the office. #### **Customer Service Assessment Tests** Good customer service goes beyond scripts and role plays. Admin assistants must be skilled in conflict resolution, conscientiousness, and flexibility. With [customer service tests,](https://employtest.com/customer-service-aptitude-test/) you can identify individuals with the right blend of customer service skills. #### **Cognitive and Reasoning Test** The world of admin assistants is fast-paced and ever-changing. [Cognitive tests](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) evaluate candidates’ reasoning skills, trainability, and adaptability. ![A positive client testimonial from Bobby Q., a Corporate Recruiter](https://lh7-rt.googleusercontent.com/docsz/AD_4nXcbYlIQbTkDHkk_VBh_aFd_HfshOM25nCaAWG_vO0iQbez28ef6qjv5KO4euLGVqlRrBHxMpjPPC6fiJFL-130Tk0M2ipTMvY4X4o3705SrXFTs-6zmnOe_2nAWV8bO_z2-_8ETnNGM4ddImdkPgyNErL6-?key=guIOjEiQslfzoXCiaHPw_Q)## **Administrative Assistant vs. Executive Assistant Skills** **Executive Assistant vs. Admin Assistant Skills Key Differences: A Side-by-Side Comparison** | **Feature** | **Administrative Assistant** | **Executive Assistant** | |---|---|---| | **Focus** | Task-oriented, supporting a team or department | Strategic, supporting a high-level executive | | **Tasks** | Routine administrative tasks, managing calendars, organizing files, coordinating meetings | Complex tasks, managing intricate schedules, overseeing projects, acting as a gatekeeper | | **Skills** | Strong organizational skills, attention to detail, communication skills, proficiency in office software | Advanced organizational skills, strategic thinking, problem-solving, discretion, excellent communication skills | | **Level of Interaction** | Primarily interacts with team members and colleagues within the department | Interacts with high-level executives, clients, and external stakeholders | Sometimes “administrative assistant” and “executive assistant” are used interchangeably. But do you know how they differ? While both jobs are important, they have some key differences that are good to know, especially when hiring. **Administrative Assistants** focus on the day-to-day tasks that keep an office running. They make sure meetings are scheduled, files are organized, and everyone has what they need to do their job. On the other hand, [**Executive Assistants (EAs)**](https://employtest.com/hrblog/executive-assistant-skills) work at a higher level. They’re the right-hand person to top executives. They manage complex schedules, oversee big projects, and often decide who gets to talk to the executive. They’re not just organizing; they’re helping make big decisions! ### **Ready to Hire Your Next Office Superhero?** A great administrative assistant is worth their weight in gold. Hiring the right admin assistant can turn your office from messy to organized, from confused to efficient. By knowing what skills to look for and using an admin assistant skills test, you’re on your way to finding the perfect admin assistant for your team. Experience what an easier hiring process can be like – [book a 15 minute intro call with our expert team](https://calendly.com/employtest-sales/test-talk)! [Start Testing Today](https://employtest.com/employtest-pricing/ "Start Testing Today") ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Director of Sales Pre-employment testing Attention to Detail Tests MS Office Tests Computer Skills Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) Ken Crowell founded EmployTest in 2006 and leads the company today as CEO. His work centers on helping small and mid-sized businesses and government entities hire with more confidence, using pre-employment testing built around real job skills instead of gut instinct. That focus spans attention to detail, Microsoft Office proficiency, general computer skills, and the broader HR practices that shape a strong hiring process. Under his direction, EmployTest has grown into a platform trusted by more than 13,000 companies across the US, offering flexible credit-pack pricing with no annual commitment. Ken writes and speaks regularly on hiring strategy for SMBs, including an article for [CEOWORLD magazine](https://ceoworld.biz/author/ken-crowell/) and [ERE](https://www.ere.net/authors/ken-crowell). He holds a degree in management from the University of Georgia and draws on close to two decades in the pre-employment testing industry. Outside of EmployTest, he volunteers with disaster relief and youth protection organizations. Connect with Ken on [LinkedIn](https://www.linkedin.com/in/crowellken/). --- ### [Professional Email Writing Skills: 4 Reasons They Matter](https://employtest.com/hrblog/professional-email-writing-skills-reasons-they-matter/) **Published:** January 23, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. ### **What is email communication skill?** Email communication skills are all about conveying clear, concise messages with the right tone and proper writing. Key abilities include organizing thoughts logically, using correct grammar/formatting, attaching only relevant files, and managing your inbox responsively. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Typing Tests for Hiring](https://employtest.com/typing-speed-and-data-entry-tests/) Did you know that a typical office worker receives around **[121 emails a day](https://www.mailbutler.io/blog/email/email-statistics-trends/)**? That’s a mountain of reading material! The problem is that professional email writing skills are often overlooked in the workplace. Not everyone knows proper email etiquette for business or how to create a compelling, effective business correspondence. > ***“Email etiquette is the invisible handshake of the digital world. Get it right, and it builds trust; get it wrong, and you risk alienating your audience. A well-written email speaks volumes about your company’s professionalism and can be the difference between a successful partnership and a missed opportunity.”*** > > [**Ken Crowell**](https://www.linkedin.com/in/crowellken) **– EmployTest** **Why Do Professional Email Writing Skills Matter? (Video)** ## **Why is effective email communication important?** Effective email communication is a valuable **[clerical skill](https://employtest.com/hrblog/must-have-clerical-skills/)** that can enhance company operations, given how many important discussions in today’s digital workplace happen over email. You want employees who can strategically deliver bad news, respond to irate customers, or handle heated discussions over email. Poorly worded emails can cause misunderstandings and even conflicts that hurt your organization’s productivity and reputation. Here are several reasons why effectively written emails are essential. ### 1. Avoid misunderstandings ![proper email etiquette](https://employtest.com/wp-content/uploads/2024/01/shutterstock_1817934503-2.jpg) A poorly written email can cause confusion. Suppose you’re a project lead. You email your teammates regarding their role for a new account, but fail to elaborate on important details. Not to mention the deadline or designate tasks for each member. The project contributors are unlikely to understand the urgency of their work and what their responsibilities are. As a result, the project’s success is on the line. Ideally, you encourage your employees or co-workers to hone their writing skills to reduce misunderstandings and ensure productive group efforts. ### **2. Increase workplace productivity and efficiency** Receiving an email with well-written instructions, clear milestones, and realistic deadlines is extremely helpful for productivity. It’s better to explain all the necessary details at the beginning so that the contributors don’t have to clarify information down the line. This approach prevents the back-and-forth between team members because everyone knows their responsibilities. Then, they can immediately start their tasks and quickly advance the project. For example, you’d want to share complete notes after a meeting. Well-written summaries include a breakdown of the discussion, tasks per team member, and deadlines for completion. ### **3. Promote trust and credibility** Your employees’ emails collectively speak of your company’s **[professionalism and credibility](https://www.linkedin.com/advice/1/how-do-you-avoid-common-email-mistakes-errors)**. For this reason, client-facing workers who craft easy-to-understand, empathic, and pleasant emails are valuable to your organization. They help your clients feel more confident and comfortable about trusting you. Typos, informal speech, or rude phrasing could detract from that. Remind your employees to be friendly, helpful, and comprehensive when dealing with clients over email. Tone is critical in written communication since the other person can’t see the sender’s facial expressions, gestures, and other non-verbal cues. ### **4. Keep a virtual paper trail** ![effective email communication](https://employtest.com/wp-content/uploads/2024/01/shutterstock_607353938-1.jpg) Emails help keep records of meeting minutes, customer information, or project details more efficiently than printed documents; you can simply pull up old email conversations to recall important information. They can also trace communication histories to help with accountability via a search function that makes it easy to locate specific discussions. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ## **How to Promote Email Etiquette in the Workplace** To enable your workforce to improve email etiquette, below are some methods you can try. ### 1. Assess everyone’s email writing skills Before investing in a series of lessons on how to correctly write emails, first try to see what your team’s skills are. Other members may already excel in email communication, but some may need training. Look for pain points or gaps in their knowledge of professional email etiquette that you want to improve or address. To remove the subjectivity, use data-driven tools when assessing someone’s written communication abilities. One example is a **[basic employment skills test](https://employtest.com/basic-employment-skills-test/)**. These types of assessments include sections that determine if job applicants can read and understand information quickly, know correct grammar and spelling, and pay close attention to details. A **[typing test](https://employtest.com/hrblog/typing-tests-for-hiring/)** is also helpful. **[Typing tests for hiring](https://employtest.com/hrblog/typing-tests-for-hiring/)** assess people’s ability to type quickly without errors, so you can see how quickly they can draft business emails. Nothing slows down productivity more than an employee who must “hunt and peck” on a keyboard. ### **2. Discuss the rules of professional email writing** After you benchmark everyone’s skills, you can talk about email writing in more detail. Discuss the dos and don’ts, emphasize the importance of tone, and provide tips on how to craft easy-to-understand emails. Also, encourage them to ask questions if they find something confusing. Depending on the results of the email writing **[skills gap analysis](https://employtest.com/hrblog/skills-gap-analysis/)****,** you can schedule a hands-on workshop or send out a quick newsletter as a refresher. Use the method that best suits your workforce. Also, remind your employees that there are instances when even a simple email isn’t the best option. Some discussions are better held in person or over the phone. What they can do is document these conversations by sending meeting minutes over email to everyone involved in the matter. For a fast, job-relevant screen, try [Microsoft Outlook test for job applicants](https://employtest.com/microsoft-outlook-test-for-job-applicants/ "Microsoft Outlook Test for Job Applicants") as part of your workflow. ### 3. Use a grammar checker ![email writing skills](https://employtest.com/wp-content/uploads/2024/01/shutterstock_1265985871.jpg) No one’s perfect, and even the most experienced professional may slip up from time to time. A typo can slip in if someone’s busy answering dozens of emails within a day. Fortunately, you can invest in grammar checkers to prevent these mistakes from falling through the cracks. Apps or websites can help check grammar and tone, allowing your employees to write emails quickly while keeping them professional and neat. ## **Professional Email Writing: From Confusion to Clarity** Effective email communication isn’t just words on a screen; it’s the cornerstone of clarity, efficiency, and trust when engaging with colleagues or customers. Being clear and concise with messages helps reduce misunderstandings and keeps everyone on the same page. If you’d like to boost these skills in the workplace, EmployTest offers several **[pre-employment assessment tests](https://employtest.com/)** that include typing tests and basic skills tests, to help you identify those critical gaps. Start investing in your workforce’s capabilities and enhance your hiring strategy with expert tips; [read our comprehensive guide now](https://employtest.com/helpful-tools/)! [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") --- ### [What Makes a Good Supervisor? 7 Skills to Look For](https://employtest.com/hrblog/what-makes-a-good-supervisor/) **Published:** September 27, 2023 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ## What are the Qualities of a Good Supervisor? The qualities of a good supervisor are strong leadership skills, clear communication abilities, and emotional intelligence. Having good supervisor skills motivates and supports teams, provides guidance with integrity, resolves conflicts fairly, and creates opportunities for employee growth while promoting a positive culture. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Supervisor Aptitude Tests](https://employtest.com/supervisor-aptitude-test/) ### **Why Are Supervisor Skills Important in the Workplace?** A team is only as good as its supervisor. A skilled supervisor is essential to achieving business success since they guide your staff toward company goals. However, a 2021 study found that only[ 11% of HR teams](https://media.ddiworld.com/research/GLF2021-final.pdf) have a strong supervisor to fill leadership roles. As a result, many companies lack leaders who can effectively lead the workforce. Poor management leads to higher turnover, low morale, and serious drops in productivity. Employees don’t leave companies, they leave bad bosses. It’s important to carefully choose skilled, effective supervisors to protect your company’s future. A competent manager with supervisor leadership skills knows how to maximize the workforce’s capabilities and inspire members to reach their full potential. Add [supervisor aptitude test](https://employtest.com/supervisor-aptitude-test/ "Supervisor Aptitude Test") to gauge decision-making and leadership capacity up front. **What Are the Key Skills of a Good Supervisor? (Video)** ## **7 Supervisor Skills to Look For** Competent supervisors have essential supervisor skills and qualities to fulfill their duties and responsibilities. By understanding what makes a good supervisor, you can make informed hiring decisions and develop effective leaders within your organization. Consider these supervisor skills for your company. #### **1. Strong communication skills** Effective communication is the core of a successful supervisor. A good supervisor must clearly articulate expectations, instructions, and organizational goals. You also want someone with good supervisor skills and who is proficient in active listening to understand the team’s concerns and address productivity barriers. During hiring, assess the candidate’s communication skills by asking situational questions about how they communicated with their team during challenging situations. *Tip: Include role-play exercises or group discussions during interviews to gauge a candidate’s communication abilities.* #### **2. Approachability and empathy** An approachable and understanding leader creates an environment where team members feel secure when seeking guidance and expressing their concerns. Look for candidates interested in their team’s well-being and actively promote an inclusive, supportive work culture. ![Smiling,young,african,american,woman,talk,with,female,colleagues,brainstorming with good supervisor skills](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1868188609.jpg) *Tip: During the interview, ask candidates how they handled a difficult situation with an employee in the past and how they demonstrated approachability and empathy.* #### **3. Mentorship and staff development** Ideally, a leader actively supports team members’ professional growth by providing guidance, offering learning opportunities, and rewarding achievements. The supervisor should know how to identify team members with potential and encourage them to improve and pursue higher-level positions. Hiring a good supervisor who demonstrates a passion for promoting the success of others and has a proven history of developing talent is beneficial. *Tip: Ask candidates about their approach to mentorship and how they have contributed to previous team members’ professional development.* #### **4. Workload organization** Being a good supervisor means being responsible for effectively managing workloads and ensuring tasks progress as scheduled. Look for candidates who demonstrate strong organizational skills, can prioritize tasks, and have a systematic approach to managing deadlines and resources. *Tip: Present candidates with a* [ *pre-employment assessment test*](https://employtest.com/) *that independently measures important traits such as attention to detail.* #### **5. Conflict resolution** Conflicts can arise in any workplace, and a good supervisor must know how to resolve them effectively. Watch for prospects who can handle conflicts diplomatically, listen to all parties involved, and find fair solutions that promote harmony and productivity. ![Black,female,boss,leading,corporate,multiracial,team,meeting,talking with good supervisor skills](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1022439985-1.jpg) *Tip: Inquire about a candidate’s experience resolving conflicts between team members and how they reached a positive outcome.* [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") #### **6. Decision-making and problem-solving** Supervisors often face complex situations that require quick and informed decision-making. Hire candidates who can analyze problems, consider different perspectives, and make well-thought-out decisions under pressure. *Tip: Use case studies or situational judgment tests to assess a candidate’s decision-making abilities and problem-solving skills.* #### **7. Willingness to learn** This supervisor trait is a mark of a great supervisor. By having someone with supervisor leadership skills eager to keep growing and evolving, your company can adapt quickly during crises or transitions. Hire a genuinely curious employee eager to expand their knowledge and skills. They should welcome feedback, embrace new ideas, and stay updated on industry trends and best practices. *Tip: Ask candidates about their approach to professional development and how they stay current in their field. Inquire about instances where they proactively sought opportunities to learn and improve.* ## **How to Train and Develop Your Supervisors for Success** Hiring the right supervisors is step one. **Making sure they keep growing? That’s where the magic happens.** Here’s how companies can develop rockstar supervisors: #### **1. Invest in Leadership Training** You wouldn’t expect someone to build a house without the right tools, same goes for leadership. Offer regular **workshops, mentorship programs, and leadership coaching** to help supervisors sharpen their skills. #### **2. Provide Real-World Learning Opportunities** Throwing supervisors into the deep end doesn’t always work. Instead, ease them in with **job shadowing, role-playing exercises, and real-world problem-solving scenarios**. This way, they can learn in a low-risk environment before making high-stakes decisions. #### **3. Use Feedback as Fuel** The best supervisors are always learning. Encourage **360-degree feedback**, insights from employees, peers, and higher-ups to help supervisors grow. The more they know about how they’re doing, the better they can refine their approach. #### **4. Give Them the Right Assessment Tools** If you think pre-employment tests are just for hiring, think again! Assessments can also **[help companies pinpoint](https://employtest.com/hrblog/how-to-use-employee-skills-assessment-beyond-hiring/ "help companies pinpoint") where their supervisors need improvement**. Whether it’s decision-making, leadership, or communication, tests give clear data on strengths and weaknesses. #### **5. Encourage a Growth Mindset** A good supervisor never stops learning. Encourage them to stay curious, attend industry events, read leadership books, and **keep pushing to be better**. When supervisors are in “growth mode,” the whole team benefits. ## Frequently Asked Questions about Supervisor Skills #### Can a supervisor help employees develop skills? Absolutely! A great supervisor acts as a mentor, offering guidance, training, and feedback to help employees grow. Smart companies even use pre-employment tests to ensure they hire supervisors with top-notch coaching and leadership skills. #### How can supervisors develop and enhance their decision-making skills? Supervisors improve decision-making by analyzing data, considering different perspectives, and learning from past choices. Real-world experience helps, but many companies also use [aptitude tests ](https://employtest.com/emotional-intelligence-profile-for-applicants/ "aptitude tests ")to hire leaders who can think fast under pressure. #### What skills are essential for a supervisor to do their job? A great supervisor needs strong communication, leadership, problem-solving, and time-management skills. They should be able to motivate teams, resolve conflicts, and keep projects on track. #### As a mentor or supervisor, what observation skills are needed? Great supervisors pay attention to team dynamics, performance trends, and potential issues before they escalate. Sharp observation skills help them provide timely feedback and support. ## **Ignite Your Team’s Success with an Effective Supervisor** Excellent supervisors drive team success and achieve organizational goals. As such, you must carefully select leaders with the qualities of a good supervisor and have the proper skill set to create a thriving work environment that maximizes your workforce’s potential. Effective supervisors have strong communication skills, approachability, people management abilities, and mentorship capabilities, among other things. As you hire or develop supervisors, [EmployTest](https://employtest.com/) can be a valuable partner. We offer supervisor aptitude tests that assess candidates’ skills and competency in various areas of efficient supervision. These [assessment tools](https://employtest.com/tests/) provide useful insights to inform your hiring decisions and help you spot the right talent for your organization. Check out our [supervisor aptitude tests](https://employtest.com/supervisor-aptitude-test/). [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") --- ### [Reference Check: Your Trusted Hiring Sidekick](https://employtest.com/hrblog/reference-check-questions/) **Published:** May 16, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### **How Do You Do a Reference Check?** To conduct an effective reference check, first, obtain professional references from top candidates. Contact former managers or colleagues and ask specific reference questions evaluating skills, strengths, weaknesses, and overall fit for the role. Listen carefully, probe further, and verify details like employment dates. [See Pricing](https://employtest.com/employtest-pricing/) [Explore Our Basic Skills Tests](https://employtest.com/basic-employment-skills-test/) An interview and resume can only tell you so much about a candidate. Statistics say [55% of Americans](https://www.cnbc.com/2022/12/20/most-common-resume-lies.html) have lied on their resume at least once. It’s a gamble to hire someone you aren’t entirely sure can fulfill the responsibilities you’re asking of them. Hiring employees is expensive enough. The last thing you want is to realize that your candidates aren’t as competent as they said they were. For a fast, job-relevant screen, try [basic employment skills test](https://employtest.com/basic-employment-skills-test/ "Basic Employment Skills Test") as part of your workflow. What other tools can you use to help prevent these hiring problems? One option is reference checks. In the past, reference checks were always the norm. But recently, more HR professionals have started skipping it, as it can be time-consuming and some references can be unresponsive. Then again, reference checks can be helpful to pursue, even if you don’t always get an answer. Let us show you why. ## **What is a Reference Check?** A reference check helps you to verify an [applicant’s background](https://employtest.com/videos/criminal-background-social-media-searches/), skills, and performance from past managers, supervisors, colleagues, and schools. It builds your confidence in hiring the right person for the job. You can conduct an employment reference check over the phone, via email, or through specialized reference-checking apps. Reference checks are important in all industries, including business, healthcare, and education. However, some HR pros think reference checks aren’t useful. They worry that candidates only choose references who will say good things. Others think these reference check questions won’t reveal anything new. The truth is reference checks can be a helpful part of the [hiring decision](https://employtest.com/videos/make-smarter-hiring-decisions/). You can use it to understand how to best manage and utilize potential employees. ## **What Should You Ask in a Reference Check?** Your reference check questions should directly relate to the applicant’s qualifications and job performance, to be fair to the applicant and prevent legal issues. The [Equal Employment Opportunity Commission](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/how-to-get-great-results-when-checking-candidate-references.aspx#:~:text=%22When%20contacting%20references%2C%20you%20should,matters%20protected%20by%20privacy%20rights.%22) protects applicants’ rights to privacy by prohibiting intrusive questions that may lead to inappropriate or irrelevant discussions. As such, it’s better to revolve your reference check questions to ask around the following: ![Employee,reference,check,form](https://employtest.com/wp-content/uploads/2023/10/shutterstock_146213333-3.jpg) ### **Punctuality** How often is the candidate late for work, if at all? Do they always meet their deadlines? The answers to these questions can give you a sense of how well the applicant manages their time. ### **Key skills** Questions to ask when checking references about essential skills will depend on what you label “key” for the job. If you’re hiring a [paralegal](https://employtest.com/hrblog/essential-paralegal-skills-ultimate-guide-hiring-paralegals/), it may help to ask questions involving their attention to detail and analytical skills. ### **Contribution** What has the applicant done to provide more value to their company? Exceptional candidates often do more than what’s required of them. These are the A-players you want for your company. ### **Attitude** What is the applicant’s workplace behavior with their colleagues? How do they approach their work? A [behavioral assessment](https://employtest.com/hrblog/essential-paralegal-skills-ultimate-guide-hiring-paralegals/) for work is a helpful tool to gauge this, but getting a sense of the applicant’s attitude toward work helps you know how well they’ll get along with other employees. ### **Other issues** What else would you like to know about the candidate? As with job interviews, be knowledgeable about questions not to ask, to avoid discrimination claims. ## **When Should You Conduct Reference Checks?** Reference checks usually happen after initial resume screening and conducting [pre employment assessment tests](https://employtest.com/) and interviews. The candidate’s skills and experience should already be clear by this stage, but an employment reference check becomes a way to validate your assumptions. After interviewing candidates, let them know your plan to check with their references. While you may already feel they’re the right fit for the role post-interview, an employment reference check can help you feel more confident about your decision. ## **Tips for Conducting a Reference Check** Reference checks paint a more complete picture of the candidate. Here are a few ways to help you conduct an effective one. ### **1. Interview at least two references** Two is better than one. Asking the candidate to provide at least two references—ideally, a previous manager and colleague—gives you an insight into what it’s like to work with the candidate. ![Employee,reference,check,form](https://employtest.com/wp-content/uploads/2023/10/shutterstock_2489411-2.jpg) However, not all past employers will agree to become a reference. Some may only confirm employment dates and some may not reply at all. This shouldn’t discourage you from reaching out; confirming dates can help you verify the candidate’s experience. ### **2. Seek input from the interview team** Your colleagues from the interview team will have feedback about the candidate. Do they have any unresolved concerns? Is there any detail in the candidate’s interview responses they want to follow up on? These types of feedback help focus your attention, resulting in a better approach to making reference checks. ### **3. Ask about the candidate’s behavior** When you ask questions about the candidate, don’t forget to weave in questions that give insight about their work behavior. You can ask for specific instances when they overcame setbacks or took the initiative to provide more value to their clients. ### **4. Ask specific but open-ended questions** If you want a vague answer, asking, “Tell me about \[Candidate\],” is an efficient way to do that. The same goes for questions to ask references for new hires, answerable with Yes or No. Before you know it, your conversation with the references is over. Instead, refer to previous scenarios that illustrate the candidate’s work behavior. You may also prompt the reference for further details about a project in the applicant’s portfolio. *What*, *Why*, and *How* questions often trigger an opportunity for a longer conversation about the candidate’s background. ## **12 Sample Employment Reference Check Questions** If you still aren’t sure what to ask, we’ve compiled sample employment reference check questions that will help you gather comprehensive feedback and make confident hiring choices. Download your[ free downloadable checklist here!](https://employtest.com/wp-content/uploads/2024/07/Sample-Reference-Check-Questions.pdf?utm_campaign=WP-Blog-Promotions&utm_medium=Blog-post&utm_source=Website&utm_content=Downloadables&utm_term=Sample-reference-questions) 1. What positions and responsibilities did the candidate hold at your company? 2. In what ways did you and the candidate work together? 3. Is this candidate eligible for rehire? 4. What areas or responsibilities do you feel the candidate would need extra support in their first 90 days? 5. What was the candidate’s most valuable accomplishment while working for you? 6. How did the candidate handle work-related setbacks and stress? 7. How did the candidate navigate and resolve conflicts and disagreements? 8. How much supervision did they require to accomplish their tasks? 9. How would you describe the candidate’s communication skills, both written and verbal? 10. Can you provide an example of how the candidate demonstrated leadership or took initiative in their role? 11. How well did the candidate work collaboratively with others, including team members, colleagues from other departments, and external stakeholders? 12. In your opinion, what are the candidate’s greatest strengths, and how did these contribute to their success in their role at your company? While these guidelines apply to most industries, some professions may require more specific inquiries. For instance, reference check questions for teachers might dive deeper into areas such as classroom management, student engagement, and curriculum development. Here are some specific questions to ask when checking references you might consider: 1. How effectively did the candidate manage classroom behavior? 2. Can you describe the candidate’s approach to differentiating instruction for diverse learners? 3. How did the candidate collaborate with other teachers and staff members? 4. What was the candidate’s process for communicating with parents and guardians? 5. How did the candidate incorporate technology into their teaching methods? 6. Can you provide an example of how the candidate handled a challenging student or situation? These reference check questions for teachers can provide valuable insights into a candidate’s teaching style, interpersonal skills, and overall fit for your school’s culture. ### What Questions Should You Not Ask When Doing a Reference Check? When conducting a reference check, avoid questions about age, race, sex, religion, disability status, marital/family status, arrest records, finances, or medical history. Instead, ask fact-based, job-relevant questions focused on previous duties, strengths/weaknesses, reasons for leaving, and eligibility for rehire. Following reference check best practices ensures a fair hiring process while gaining valuable insights about a candidate’s qualifications. ## **Boost Your Hiring Confidence with Reference Checks** No employer wants to make a hiring mistake. Having reference checks in your hiring process may help you prevent a [costly hiring mistake](https://employtest.com/hrblog/what-does-a-bad-hire-really-cost-your-business/) and it builds your confidence in knowing you made the right decision. Even when references are helpful with information about a candidate, adding an [employment assessment test](https://employtest.com/) to the hiring process is the best practice. EmployTest offers a [variety of pre-employment tests](https://employtest.com/tests/) that help streamline recruitment, including behavior and skills tests. Transform your recruitment process – [request a demo of our advanced testing platform](https://calendly.com/employtest-sales/test-talk "request a demo of our advanced testing platform")! --- ### [Using Employee Assessment Tools to Futureproof Your Workforce](https://employtest.com/hrblog/using-employee-assessment-tools-to-futureproof-your-workforce/) **Published:** August 20, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **What skills should be included in an employee assessment for a successful workplace?** Employee assessment tools should evaluate a mix of hard and soft skills crucial for workplace success. Some key areas to focus on include technical proficiency, communication, problem-solving, job-related behaviors, and emotional intelligence. Management skills, time management, and creativity must be assessed to identify possible promotable team members. To better gauge how well candidates handle change and uncertainty, the [Adaptability Assessment Test for Applicants](https://employtest.com/adaptability-assessment-test-for-applicants/) helps employers measure flexibility, resilience, and readiness to learn, traits essential in fast-moving workplaces. Employees are always said to be the most valuable asset in any industry. They’re the driving force behind innovation, customer satisfaction, and, ultimately, your bottom line. However, [Microsoft](https://www.deel.com/blog/employee-development-statistics/) reports that 6 out of 10 workers will need additional training before 2027 to close workplace [skill gaps](https://employtest.com/hrblog/skills-gap-analysis/). This reality presents both a challenge and an opportunity for forward-thinking companies. ***The question is, how do you identify and bridge skill gaps efficiently?*** [Employee assessment tools](https://employtest.com/tests/) can help you spot those gaps and build stronger, future-ready teams. A validated employee test can help you understand your employees’ strengths, weaknesses, and potential for growth. Armed with this information, you can target training efforts, building on your team’s continued growth and success. ### **Why Traditional Performance Reviews Aren’t Enough** Traditionally, companies have relied on annual or semi-annual performance reviews to assess their employees’ work and provide feedback. However, these methods often fall short, as they tend to be subjective, infrequent, and focused on past performance rather than future potential. New employee assessment tools, such as employee tests offer a different approach. These tools provide an independent, unbiased analysis to give ongoing insights into employees’ skills and capabilities. This data-driven method aids decision-making regarding hiring, training, and team development. ## **What are Examples of Employee Assessment Tools?** Think of employee assessment tools as a toolbox for understanding your people. Different tools measure different things, just like you’d use different tools for different jobs around the house. Some common types include: - [**Cognitive ability test**](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/)**:** This employee test measures problem-solving, critical thinking, and learning potential. - [**Personality assessments**](https://employtest.com/personality-profile/)**:** These tests reveal work styles and how employees interact with co-workers. - **Skills-based evaluations:** Employee tests such as [basic computer skills assessment](https://employtest.com/computer-skills-tests-for-applicants-employees/), [Microsoft Office skills test](https://employtest.com/microsoft-office-skills-test/), and [customer service aptitude tests](https://employtest.com/customer-service-aptitude-test/), assess critically important specific job-related skills. - **Job-specific tests, such as Management Aptitude assessments:** [Management](https://employtest.com/management-aptitude-test/) and [supervisor aptitude tests](https://employtest.com/supervisor-aptitude-test/) can be valuable for organizations in identifying and selecting employees who have the potential to be successful managers. ## **The Power of Employee Assessment Tools in HR Development** There are numerous benefits to conducting employee assessment tools, including: #### **Performance Improvement and Risk Mitigation** In 2023, The [World Economic Forum reported](https://www.weforum.org/publications/the-future-of-jobs-report-2023/) that 41% of current workers successfully bridged their skill gaps through employer-supported training. Regular skills assessments help you spot skill gaps before they become problems. For example, if an employee test reveals that a team member is strong in technical skills but weak in communication skills, a training program could be developed or identified to help the employee improve their communication skills. #### **Succession Planning** According to [SHRM](https://www.shrm.org/in/executive-network/insights/shrm-state-workplace-report-enterprise), 49% of organizations prioritize succession planning**.** Employee skills assessment assists in identifying employees who are ready for more senior roles, ensuring a smooth transition when key positions become available. #### **Employee Engagement and Retention** Employees who feel their skills are valued and given growth opportunities are more engaged and motivated. [LinkedIn reports](https://learning.linkedin.com/resources/career-development/develop-employees) that 94% of employees would stay at a company longer if it invested in their career. ![Employee Assessment Tools To Futureproof Your Workforce ](https://employtest.com/wp-content/uploads/2024/08/Employee-Assessment-Tools-to-Futureproof-Your-Workforce-.webp)## **Effective Practices for Employee Assessment** Tools It’s clear: using different types of employee skills assessment can significantly boost your team’s performance. But how do you make them work effectively in your organization? Let’s explore some best practices that will help you get the most out of your assessment efforts. #### **Use a Valid and Reliable Assessment Tool** Many online quizzes claim to measure skills, but these tests often lack scientific rigor and may not provide meaningful insights into an individual’s true skill level. Select an employee test that’s designed specifically for skill evaluation and has been validated for both accuracy and reliability. #### **Be Transparent** Nobody likes feeling like they’re being secretly judged. Be upfront about what you’re assessing, why you’re doing it, and how the results will be used. This openness builds trust and gets employees more engaged in the process. #### **Implement Regularly Scheduled Assessments** Move beyond annual evaluations to more frequent, targeted assessments. Quarterly or monthly check-ins can help you track progress more effectively and promptly address skill gaps. Regular reminders and clear documentation of assessment processes can help mitigate these risks and ensure that assessments are consistently carried out. #### **Monitor Progress and Make Adjustments** Use assessment data to create clear, specific goals tied to an employee’s strengths and development areas. Regularly review the progress of employees’ development plans and make adjustments as needed to ensure they are on track to meet their goals. ### **Choosing the Right Employee Test** Choosing the right employee test is just as important as conducting the assessment effectively. Here are key factors to consider when choosing the right test. - **Validity and reliability:** Does the test actually measure what it claims to? Ensure that the test measures the critical competencies and job-related tasks needed to perform the job effectively. - **Relevance**: Is it appropriate for your industry and the specific roles you’re hiring for? - **Ease of use:** Is it easy to administer and interpret the results? Consider tests that offer online platforms or software for efficient administration and analysis. - **Cost**: Does it fit within your budget? Determine the cost of the test, including the purchase price, additional charges, and your company’s testing needs. **(Pro tip: Did you know that there is a testing platform that allows you to just** [**buy the test credits**](https://employtest.com/employtest-pricing/) **you need?)** - **Legal compliance:** Does it meet fairness and anti-discrimination standards? When implemented according to a plan, employee assessment tools do more than evaluate skills—they open doors to targeted development, improved performance, and a more engaged, future-proof workforce. Ready to supercharge your organization? Start your employee assessment journey today or get [a sneak peek at our success stories](https://employtest.com/case-studies/) – see how we’ve helped others like you! --- ### [Customized Pre-Employment Tests, Built for Your Role](https://employtest.com/hrblog/customized-pre-employment-tests/) **Published:** June 25, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Hiring can often feel like throwing darts, blindfolded. You hope for the best, but the results can be hit….or miss. A customized pre-employment test, based on your job description, removes that blindfold and shows you which candidates fit your exact job requirements. Tools like the [Basic Computer Skills Test for Applicants](https://employtest.com/basic-computer-skills-test-for-applicants/ "Computer Skills Tests for Job Applicants") help confirm whether candidates have the essential digital skills needed for everyday office tasks. ### **Customized Pre-Employment Tests? What’s that?** Pre-set assessments are still great tools, just like grabbing a new shirt in just the right standard size. They’re tested, convenient, and often just what you need. But a **custom test** is more like a tailored outfit. It’s built with your goals, your jobs, and your candidates in mind. - **Preset = fast, proven, broadly matched** - **Custom = precise, role-matched to your company, strategic** And you don’t need to choose one or the other. Many employers start with a preset and **layer in customization** as they refine their hiring process. ### **Two Paths to Test Customization** Custom pre-employment testing can focus on **skills**, **behaviors**, or a combination of both. Which abilities you test depends on the role and what “success” looks like. #### **Option 1: Behavioral Assessments (High for Entry-Level, Service Roles)** For roles where attitude, reliability, and soft skills matter most. For example, for caregiving, customer service, manager, or sales jobs, **behavioral assessments** are often the priority. EmployTest’s behavioral modules can be customized to measure traits like: - Reliability - Stress tolerance - Teamwork - Customer empathy - Achievement orientation Based on their behavioral responses, you can use **custom follow-up interview prompts from the score report**. This helps your team dig deeper into candidate fit during interviews. *Example: Greystone Programs, a nonprofit supporting individuals with autism, customized a behavioral test to reduce turnover and improve candidate quality for direct support roles. It helped them weed out poor fits early, before a bad hire cost them time and resources.* #### **Option 2: Skills-Based Assessments (Great for Admin, Tech, Legal)** When a role requires specific knowledge or on-the-job tools, a **skills test** might be a better fit. These can also be tailored to reflect daily tasks. Popular custom skill categories: - Microsoft Office (Word, Excel, Outlook, etc.) - General computer skills - Reading comprehension and attention to detail - Industry-specific knowledge or compliance And remember, EmployTest’s customization features mean that you can mix multiple topics into a single assessment, so it matches what the job is actually like. ### **Customized Pre-Employment Tests Categories: A Detailed Look** Employers can customize tests based on: **[Behavioral Strengths](https://employtest.com/hrblog/behavioral-assessments-for-hiring/):** Tests assess reliability, adaptability, customer service skills through realistic scenarios, leadership potential, and the tenacity needed in sales roles. **Job Skills:** Customized assessments measure proficiency with essential tools such as: - **[Microsoft Office](https://employtest.com/microsoft-office-skills-tests):** Word, Excel, PowerPoint, Outlook, Windows - **[Basic Computer Skills](https://employtest.com/computer-skills-test-for-job-applicants/):** Passwords, tabs, file management, printing - **Administrative Basics:** Attention to detail, language proficiency, reading comprehension - **Industry-Specific Knowledge:** Medical, accounting, legal By focusing on tangible skills, employers can move beyond resumes and understand how candidates might perform in a day-to-day setting. ### **Real-World Use: Greystone Programs Case Study** [Greystone Programs](https://employtest.com/case-studies/case-study-greystone-programs/) is a nonprofit supporting children, adults, and families living with autism and developmental disabilities in New York’s Hudson Valley. They operate 16 residential homes and provide a wide range of outreach services. **The Challenge: Reduce staff turnover in entry-level roles, where most of their hiring happens. Off-the-shelf tests weren’t cutting it, questions weren’t relevant, and results didn’t reflect the real demands of the job. **The Solution: EmployTest helped Greystone build a customized test to screen for behavioral traits that mattered most. It also gave interviewers follow-up prompts based on test results. **The Result: Greystone saw a higher-quality pool of candidates advancing to interviews and made hiring decisions with greater confidence, reducing bad hires and turnover. As Michele Lawrenson, Assistant Executive Director of Administration, put it: *“The EmployTest solution gives us more confidence in our hiring decisions. I’m certain we have saved ourselves some bad hires.”* ### **Score Reports: Insights for Better Decisions** Customized tests include a detailed score report, which can show: - Scores by individual skill categories - Overall applicant ranking compared to similar roles - Percentile ratings to quickly gauge candidate standing - Tailored interview follow-up questions - Visual graphs with easy-to-follow data This helps hiring teams move the right applicants forward, without second-guessing. ### **FAQs on Customized Pre-Employment Tests** **What specific skills can tests evaluate? Assessments can measure skills like computer proficiency, administrative skills, communication skills, and specialized knowledge across various industries. **How do the score reports play into the overall hiring decisions? Custom test results, just like any test results, can play a big part in the hiring decision, but they are not the only factor. Custom tests matched to your jobs may play a more significant role, than preset tests, because of their closer match to the job. ### **Make Hiring Easier and Smarter** [Customized pre-employment tests](https://employtest.com/custom-pre-employment-tests/) streamline hiring by testing the key abilities specific to your company’s jobs. Instead of guessing, you’ll clearly know who will be successful. Custom tests make sure your hiring decisions are precise, effective, and simple. Try a [free sample test](https://employtest.com/pre-employment-test-sample/) today! --- ### [Pre-Employment Testing (PET) for Professional Services](https://employtest.com/hrblog/pre-employment-testing-pet-for-professional-services/) **Published:** October 26, 2022 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes In 2021, more than 47 million workers quit their jobs in search of an improved work-life balance and flexibility, increased pay, and a healthier company culture. While some have called this ‘The Great Resignation’, a closer look led analysts to describe it as ‘The Great Reshuffle’ – since hiring rates have actually outpaced quit rates since November 2020. Many workers are quitting their jobs and then being re-hired elsewhere. As competition for skilled office talent increases, tools like the [Microsoft Office Skills Test](https://employtest.com/microsoft-office-skills-test/ "Microsoft Office Skills Test for Employment") help employers confirm real proficiency in essential programs before making a hire. In this article, we’ll discuss what ‘The Great Reshuffle’ means for key professional service industries, and how to use [pre-employment testing](/explore) to address the issues of staff shortage and retention, and improve hiring process. Table of Contents: - [‘The Great Reshuffle’: Finding New Opportunities in the Labor Shortage](#the_great_reshuffle) - [Accounting Resignations Fuel Financial Reporting Risks](#accounting_resignations) - [Law Firms Struggling with Staff Shortage](#law_firms)[s](#law_firms) - [Insurance Industry Wrestles with Retention and Recruitment](#insurance_industry) - [Evaluating Candidates Beyond the Resume with Pre-Employment Tests](#evaluating_candidates) ## ‘The Great Reshuffle’: Finding New Opportunities in the Labor Shortage [‘The Great Reshuffle](https://www.forbes.com/sites/jeannemeister/2022/04/19/the-great-re-shuffle-of-talent-what-can-employers-do-to-retain-workers/?sh=5055515f4cf3)‘ represents the shift in the job market caused by a sharp change of employees’ priorities. For example, the option of flexible work hours and the opportunity to work remotely, [according to surveys](https://www.businesswire.com/news/home/20211006005291/en/Grant-Thornton-survey-Employees-value-flexibility-over-salary-increases-%E2%80%94-one-third-looking-for-new-jobs), are being valued over salary. If handled properly, ‘The Great Reshuffle’ can create new opportunities for organizations. By focusing their recruiting efforts on contract hires, companies can open themselves up to a vast market of new candidates that would’ve otherwise fallen through the cracks. This poses new challenges for existing hiring processes. As both workforces and workplaces become more remote and distributed, long-established recruiting practices, like interviewing potential candidates face-to-face, are more challenging than ever to pull off. Not surprisingly, more organizations are using [pre-employment tests](https://employtest.com/explore) to fill the candidate assessment gap left by the shifted focus on remote and contract hiring. ## Accounting Resignations Fuel Financial Reporting Risks Reports show that accounting staff was in short supply even before the pandemic hit. Since its peak in 2012, the number of accounting graduates has dropped nearly 7%, according to the [2019 report from the American Institute of CPAs.](https://news.bloombergtax.com/financial-accounting/cpa-firms-hire-fewer-accounting-grads-seek-tech-skills-instead) With more work put on their shoulders without the help of a higher headcount, accounting teams are pressured to find affordable and skilled candidates to hit deadlines. This led to a [record number of resignations in 2021](https://news.bloombergtax.com/financial-accounting/accountant-shortage-resignations-fuel-financial-reporting-risks), as an increasing number of accountant staff started re-evaluating what they wanted from their career. The [Public Company Accounting Oversight Board](https://pcaobus.org/) is closely following the turnover in the accounting industry. The board has urged auditors to up their game in the face of unprecedented market risks, while SEC enforcement officials have warned companies to ensure their internal controls are up to date and can deliver trustworthy results to investors. As hiring struggles to keep pace with resignations, companies have shifted their operations and spending to more project-based, technology-driven processes that require more contract workers. This has led to a [whole set of new challenges](https://employtest.com/hrblog/hiring-tips/bridging-the-accounting-skills-gap/). First, companies had to re-adjust internal controls to address new risks surfacing from the shift to contract-based, remote work practices. The safety checks are designed to ensure accurate reporting and often require multiple people to complete one task, which can add more strain to shorthanded finance teams. Another challenge has been posed by the need to change established recruiting processes that run counter to remote work practices. Simply put, interviewing candidates face-to-face has become more challenging, and won’t cut it in an environment that requires higher-than-ever flexibility from organizations. ## Law Firms Struggling with Staff Shortages Staffing firm Robert Half’s regional director Thomas Vick shared that it’s been “[a struggle across the board](https://www.law.com/americanlawyer/2022/04/22/law-firms-are-struggling-with-staff-shortages-competitive-pay-alone-wont-help/?slreturn=20220806125354)“ for companies to fill positions. The case is much the same across the US legal industry. “As they saw their business continue to pick up and hire more attorneys, firms have struggled to keep up with backend support,” Vick said. A major contributor to this issue is the candidates’ re-evaluation of career choices and work conditions in a post-pandemic job market. More often than not, new work preferences run counter to established processes within many law firms (ex: required in-office work each day). In short, law firms are no strangers to the applicants’ increasing demands to work remotely with more flexible hours. These demands will only rise in years to come, and leading law experts see the need to adjust to this “new normal” to keep up. According to Trish Lilley, chief marketing officer at Stroock & Stroock & Lavan, “Firms will need to be more flexible. They have always \[made\]’special arrangements’ for remote working, but this is an institutional change. They are going to have to learn to manage remotely.” This means that law firms need to shake off long-held beliefs as to how work should be done. In this ever-changing work environment that emphasizes flexibility, coming into the office, even if it’s just for a couple of days per week, won’t cut it for most people anymore. “Most firms are asking for two to three days per week,” says Lilley. “But over the last two years, if someone has been working their butt off and getting everything done and is then told they need to come back into the office to do the same job, they likely feel like they are mistrusted. Flexibility and trust are directly related.” Considering this greater need for flexibility, law firms face a major challenge in updating their hiring practices to match with a contracted remote workforce. To keep efficiency at a high level, there is an increasing demand for firms to filter through the best candidates even before the first job interview with pre-employment skills testing and other processes that are needed to improve hiring process. ## Insurance Industry Wrestles with Retention and Recruitment The insurance industry is also bracing for the impact of ‘The Great Reshuffle’. Brad Whatley, the managing director of the Jacobson Group, said at the 2022 Life Insurance Conference that “[insurance industry unemployment is at 1.5%](https://insurancenewsnet.com/innarticle/insurance-industry-facing-massive-talent-shortage).” For reference, the national unemployment rate for all industries is 3.6%. The two major issues the insurance industry is facing? Retention and recruitment. Whatley explained that retention is crucial for business survival, as the average estimate of replacing an employee is 1.5-2 times their salary. “So, if you’re paying somebody $100,000 in salary, that’s $50,000 to $200,000 it’s going to cost you to replace them,” Whatley added. Another hurdle the insurance industry must overcome is the challenge of effective recruiting, with nearly two out of three life/health insurance companies planning to add staff in 2022. The question is, where will those additional employees come from? And how will you know if they will be a valuable addition to your team? ## Evaluating Candidates Beyond the Resume with Pre-Employment Tests With the rise of remote and contract work, [pre-employment tests](https://employtest.com/explore) have established themselves as a key tool in the hiring toolbox. [Aberdeen research](https://www.aberdeen.com/blogposts/the-pros-and-cons-of-pre-employment-screenings/) said that organizations using pre-employment assessment tests report a 39% lower turnover rate. Additionally, companies that include employment assessment tests in their hiring process are 24% more likely to have employees who exceed their performance goals. These stats shouldn’t come as a surprise. Pre-employment assessments give a detailed picture of your applicant, and not just of their skills and knowledge levels, but also [behavioral tendencies](https://employtest.com/hrblog/hiring-essentials-behavioral-assessment) which can tell you if they will fit into the company culture or rise to the demands of their role. If you’re looking into adding pre-employment skills testing to your hiring process, [EmployTest](/) offers a variety of assessments – from measuring candidates’ soft skills, checking industry-related expertise, to personality tests. To learn more about how it works and get a free sample test, [explore our test list](https://employtest.com/tests/) or contact us today. **Blog Categories:** pre-employment assessment, pre-employment testing --- ### [Statistics about Hiring Remotely and Testing for HR Teams](https://employtest.com/hrblog/remote-hiring-statistics-hr-teams/) **Published:** June 19, 2024 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes ### How Does Remote Hiring Work? Remote hiring involves virtual interviews and assessments to evaluate candidates for remote positions. Companies use video conferencing, pre-employment tests, and structured interviews to assess skills and experience. To make better hiring decisions in this setup, tools like the [Remote Work Test for Applicants](https://employtest.com/remote-work-test-for-applicants/ "Remote Work Test for Applicants") help reveal who thrives in virtual environments and stays productive without in-person oversight. Remote work tools gained popularity and remote work policies rose, allowing millions to carry out daily job-related tasks from the comfort of their own home (and their pink bunny slippers). But while work itself became more accessible to many, the challenges of making hiring decisions based solely on resumes and cover letters increased. [HR teams](https://employtest.com/about) must adopt innovative and tech-savvy approaches to identify and select the best talent as they embrace flexible work arrangements. The challenge has shifted from finding qualified individuals to discovering those who can excel in virtual work environments and contribute meaningfully to the success of distributed teams. Remote work is on the rise, and HR teams need to stay up-to-date with the latest trends and insights surrounding remote hiring and testing. Here are some statistics that shed light on the impact of remote work on businesses, including pre-employment use and distributed teams. - **Remote Work Statistics** - **Remote Hiring Statistics** - **Pre-Employment Testing Statistics** ## **Statistics about Hiring Remotely: Remote Work Statistics** > **As of Fall 2023,12% of full-time employees work from home, while 30% work a hybrid model. (**[**WFH Research**](https://wfhresearch.com/wp-content/uploads/2024/02/WFHResearch_updates_Febuary2024.pdf)**)** Remote work has become increasingly popular, with a significant portion of the workforce embracing flexible work arrangements. Statistics show that 12.7% of full-time employees work from home, while 28.2% have a hybrid work model. The COVID pandemic accelerated the remote work trend, leading many companies to adopt hybrid models, offering employees flexibility. [**Remote work**](https://www.employtest.com/hrblog/emotional-intelligence-tests-for-hiring) provides benefits such as increased productivity, reduced costs, and improved work-life balance > **Approximately 40.7 million employees in the US will have fully remote jobs by 2027. (**[**Upwork**](https://www.upwork.com/research/future-workforce-report)**)** The number of people who work remotely is increasing year after year. Nearly 28% of respondents in Upwork’s survey believe they will be fully remote in the next five years, up from 22.9% in their last survey conducted in November 2020. - Before the COVID pandemic, businesses predicted that 38% of their employees would be fully remote in 5-years time. - Today, businesses predict 58% of their employees will be fully remote in 5 years. > **For 90% of employees, productivity remained unchanged after switching to remote. (**[**Owl Labs**](https://owllabs.com/state-of-remote-work/2021?hsCtaTracking=59fb3400-4b7d-4ef6-9a38-5be524b3c8fa%7C020920d2-b0f8-4bf5-9c30-63174b12b328#download-sorw21)**)** The switch to remote work should not be a surprise, as the model is delivering results. Owl Lab’s research also revealed that almost half of respondents would accept a 5% pay cut to work from home permanently. The reasons behind such responses shed light on why employees find remote work appealing and continue to embrace it. - 55% of employees say they work more hours working remotely than at the physical office. - 82% of employees say that working remotely is better for their mental health. - 84% of employees say that working from home would make them happier. Studies have shown that when employees are given the autonomy to design their own working environment, they experience an increased sense of agency and control over their work. It also empowers employees to work at times when they are most focused, leading to higher productivity levels overall. By providing employees this freedom, companies also communicate that they trust their employees, which strengthens their bond and improves engagement and retention. > **70% of businesses will be relying on a hybrid work model going forward. (**[**Jobvite**](https://www.jobvite.com/wp-content/uploads/2021/09/Jobvite-RecruiterNation-Report-WEB-2.pdf)**)** As businesses shift to a hybrid work model, they must adapt to new ways of working. The following statistics highlight how companies are embracing this work style. - Only 14% of businesses intend to return to a 100% in-office policy. - 47% of companies have opted for a three-day in-office – two-day remote policy, making it the most popular office/remote pattern. The flexibility associated with hybrid work has made it the most popular option going forward, providing employees with a more dynamic and engaging work schedule. > **1 in 3 workers would resign if they had to go back to the office after the pandemic. (**[**Owl Labs**](https://owllabs.com/state-of-remote-work/2021?hsCtaTracking=59fb3400-4b7d-4ef6-9a38-5be524b3c8fa%7C020920d2-b0f8-4bf5-9c30-63174b12b328#download-sorw21)**).** There are many benefits that come with remote working, and employees now have first-hand experience of their value. 71% of employees now would prefer to continue working remotely or hybrid. For those employees with families, staying at home has allowed them to care for their children or others who need them. > **Working from home full-time is preferred by 57% of employees. (**[**Owl Labs**](https://owllabs.com/state-of-remote-work/2021?hsCtaTracking=59fb3400-4b7d-4ef6-9a38-5be524b3c8fa%7C020920d2-b0f8-4bf5-9c30-63174b12b328#download-sorw21)**)** Satisfied employees have much more to offer, which is why executives should consider creating a model that will bring the best results. But not every aspect of remote work is perfect. One of the biggest challenges that companies face today is remote hiring. > **Key Takeaway:** > > ***“Remote work has become increasingly popular, with numerous benefits for both employees and businesses. Hybrid work is the preferred model, offering flexibility and collaboration, and employees overwhelmingly prefer remote and hybrid work options.”*** ![Remote Hiring Statistics](https://employtest.com/wp-content/uploads/2022/02/remote-hiring-statistics.webp "Remote Hiring Statistics") ## **How HR Teams Are Navigating Remote Hiring Trends And Challenges** > **68% of HR executives identified “finding ways to reduce costs or improve efficiency” as a top priority for 2024. (**[**SHRM**](https://www.shrm.org/executive-network/insights/2023-24-shrm-state-of-the-workplace-report#:~:text=The%202023%2D24%20SHRM%20State,Balancing%20inflation%20and%20talent%20challenges.)**)** ### This finding underscores the ongoing challenges that organizations are facing in the current economic climate, which have been further compounded by the impact of the COVID-19 pandemic. The rising costs of doing business, coupled with the need to maintain operational efficiency, are driving HR leaders to explore innovative strategies to improve hiring efficiency. > **33.1% of employers view remote hiring as their biggest challenge today. (**[**Workable**](https://resources.workable.com/stories-and-insights/challenges-of-remote-hiring)**)** The efforts to find the missing piece that each company needs have multiplied, and new methods are arising to accommodate these rapid changes. Workable’s survey respondents have identified the most challenging elements of remote hiring ones: - Candidate engagement: 51.7% of respondents - Candidate onboarding: 49.7% of respondents - Candidate evaluation: 42.4% of respondents Candidate engagement increases the interest among job applicants, and it affects the reputation of your organization. Knowing how to attract talent is one of the keys to success, but even the most talented hire will need to go through effective onboarding to become a productive employee. 46% of HR Teams believe that evaluating emotional intelligence, soft skills, and team culture fit was their main challenge in remote hiring. > **31% of recruiters reported that their biggest challenge was not having enough qualified candidates to fill open job positions (**[**Jobvite**](https://web.jobvite.com/rs/328-BQS-080/images/2023-Employ-Recruiter-Nation-Report-Moving-Forward-in-Uncertainty.pdf)**)** In 2023, talent teams are grappling with three primary challenges that significantly impact their ability to attract and retain top talent. - **Competition from other employers**: 30% of employers reported facing competition from other employers when trying to hire new employees. This competition can drive up salaries and make it difficult to attract top talent. - **Salary requirements:** 25% of employers reported being unable to compete with the salary requirements of other employers. This can make it difficult to attract and retain top talent. > **46% of Recruiters worldwide grapple with evaluating candidates’ emotional intelligence (**[**Statista**](https://www.statista.com/statistics/1367475/challenges-when-hiring-remotely-worldwide/)**)** Remote hiring challenges HR teams to assess emotional intelligence, soft skills, and team culture fit. Evaluating emotional intelligence in virtual interactions is difficult due to limited body language and facial expression cues. A combination of technology and creative approaches helps recruiters effectively assess critical attributes for successful team dynamics and performance in remote hiring. To tackle this issue, many companies turn to [**Emotional Intelligence Tests**](https://employtest.com/emotional-intelligence-profile-for-applicants/). > **Key Takeaway:** > > *“Remote hiring is a challenge for HR teams, with engagement, onboarding, and evaluation being the most difficult elements. Emotional intelligence, soft skills, and team culture fit pose a challenge, and companies use technology and creative methods to assess these attributes.”*** ## **Pre-Employment Testing Statistics** > **Remote organizations are 1.5 to 2.5 times more effective when it comes to recruitment and retention (**[**SHRM**](https://shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Pages/SHRM-State-of-the-Workplace-Report-.aspx?_ga=2.71215952.1700663658.1655276718-1143418045.1649237945)**)** Specifically, remote organizations outperformed in-person companies when it came to: - Finding and recruiting the talent with the necessary skills - Maintaining employee morale and engagement - Retaining top talent > **Over 65% of employers today use some form of a pre-employment test (Talent Board)** Pre-employment assessments are highly valued among hiring managers. More than 65% of employers state that they use one or more tests during the interview stage, **a report from Talent Board** reveals. - 52% of employers test for job-specific skills - 37% of employers test for cognitive ability - 34% of employers administer personality tests - 26% of employers test candidates for culture fit > **62% of employers say the top reason they use pre-hire assessments is to help hiring managers make better decisions (Talent Board)** Additionally, 47% of employers use pre-employment tests to improve new hire performance, 34% to risk mitigation, 34% to increase early retention, and 31% to introduce the candidate to the expectations of the role. > **Companies that use pre-hire screenings report a 39% lower turnover rate (**[**Aberdeen**](https://www.aberdeen.com/blogposts/the-pros-and-cons-of-pre-employment-screenings/)**)** With the help of pre-employment assessments, organizations are more likely to find the perfect candidate for their open roles, which can significantly reduce turnover. Additionally, organizations that include assessments in the hiring process are 24% more likely to have employees who exceed their performance goals. > **Key Takeaway:** > > ***“Pre-employment assessments are highly valued among hiring managers and can help reduce turnover, make better decisions, and improve new hire performance.”*** Remote work is here to stay, and so is remote hiring. Companies are finding new ways to adapt to the challenges that remote hiring presents. Candidate engagement, onboarding, and evaluation are the most common challenges that HR Teams face. If you want to align your strategy with 22% of respondents from [**Jobvite’s report**](https://www.jobvite.com/wp-content/uploads/2021/09/Jobvite-RecruiterNation-Report-WEB-2.pdf) and switch to end-to-end virtual hiring, every data point about your candidates will be helpful in making the best hiring decision. **This means that hiring teams will need access to** a variety of tools, including [**pre-employment tests**](https://employtest.com/tests/), to help them understand their candidates better. If you’re hiring for remote or in-office positions, consider [requesting a demo of our advanced testing platform today!](https://calendly.com/employtest-sales/test-talk) **Blog Categories:** pre-employment testing --- ### [Toxic employees of the month: Stealthy saboteurs](https://employtest.com/hrblog/toxic-employees-of-the-month-stealthy-saboteurs/) **Published:** August 22, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Stealthy saboteurs keep their discontent a secret instead of voicing concerns above board. ](https://pictures.contentlead.com/Stealthy-saboteurs-keep-their-discontent-a-secret-instead-of-voicing-concerns-above-board-_16000902_40035998_1_14107652_500.jpg) Stealthy saboteurs keep their discontent a secret instead of voicing concerns above board. They might be your top performers, your team leaders or even your mid-level managers. When the spotlight shines on them, they’re chipper and agreeable, but once official meeting time is over and their bosses step away, the stealthy and secret saboteurs show their true colors, spreading dissent that can unravel the momentum of strong management. Expressed properly, doubts and concerns can be productive – they prompt leaders to consider problems and perspectives they may not have planned for. However, the cloak-and-dagger style of the saboteur is far more subtle. These employees hold their tongues during official meetings, leading decision-makers to believe everyone is on board with upcoming action plans. Then, saboteurs hold what *Inc.* calls the “meeting after the meeting,” where they finally voice their lack of support to their subordinates or peers. These “meetings” are equally as likely to take place during a walk out to the parking lot or while pouring a cup of coffee as they are to occur at a desk or conference table, but their effect is the same: The stealthy saboteur’s vocal dissent dissolves consensus and corrodes morale. Using an [emotional intelligence test in the hiring process](https://employtest.com/emotional-intelligence-profile-test-for-applicants/ "Emotional Intelligence Profile Test for Job Applicants") helps spot these traits early, ensuring you bring in team players who strengthen, not sabotage, the workplace. ![One stealthy saboteur can stir up dissent in an entire department. ](https://pictures.contentlead.com/x_0_0_0_14098847_800.jpg)One stealthy saboteur can stir up dissent in an entire department. **What makes stealthy saboteurs so insidious?** Although intangible, one of an organization’s greatest assets is its culture. Workplace culture prescribes which behaviors are accepted as normal and which are quelled out – it defines how employees will behave when no one else is looking. Will they stay past 5 to finish what they’re working on? Will they go the extra mile to wrap up a project, or simply pass the buck whenever they have the chance? The answers to these questions are all contained in an organization’s culture. Going behind a manager’s back can have a ruinous effect on a company’s employee culture, since it normalizes subordinate behavior and saps energy and motivation from otherwise committed team members. Effectively, one saboteur can turn a team of energized employees into apathetic worker bees, unwilling to commit to a project for fear it won’t be supported by a group of dissenters. **How can you handle these toxic employees in the workplace?** Oftentimes, stealthy saboteurs are so effective because they are social leaders who command the respect of their peers. It is this quality that allows them to build a cohort of followers using peer pressure. On the surface, this might look bad for employers. After all, social norms and relationships are among the most difficult forces to reckon with in an office. However, savvy employers can use this very quality to help get a department of dissenters back on the same page as company leadership. *“When crafting new action plans, try actively including tricky employees.”* When crafting new action plans, [try actively including tricky employees in the planning process](https://www.eremedia.com/tlnt/what-employees-to-be-more-engaged-involve-them-in-strategic-planning/), ERE Media suggested. They clearly have the ability to think critically, and asking directly for their input before a plan is made public could help encourage them to share their concerns above board. Plus, by incorporating a few of their suggestions into your strategy (or at least taking their concerns under advisement), you’ll give employees a stake in the new plan’s success, converting saboteurs into advocates. Of course, you’d be better off not hiring these kinds of employees in the first place. Unfortunately, that can be easier said than done, since their charisma and critical thinking skills may seem like valuable assets in an interview. Be sure to follow up with references to get a sense for candidates attitude at their previous places of employment, especially when things didn’t necessarily go their way. It’s also critical you make sure new hires are well-qualified for their role, since some stealthy and secret saboteurs are simply making up for a lack of confidence in themselves to execute initiatives successfully. Try using [pre-employment tests](https://employtest.com/) to weed out applicants who may not be ready for the job. You will know right away whether they have the skills needed to perform their role well, helping you hire smarter and more quickly. Contact EmployTest today to learn more! **Blog Categories:** Employment Tips --- ### [Useful tips if interviewing for a new receptionist](https://employtest.com/hrblog/useful-tips-if-interviewing-for-a-new-receptionist/) **Published:** September 3, 2019 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Searching for a new receptionist? Keep these useful tips in mind](https://pictures.contentlead.com/Searching-for-a-new-receptionist-Keep-these-useful-tips-in-mind_16000902_40047758_1_14085988_500.jpg) Searching for a new receptionist? Keep these useful tips in mind As any HR manager or recruiter will tell you, hiring for specialized roles can be extremely difficult, costly and time consuming. Finding candidates with the exact work experience, subject matter expertise and technical abilities you need can take months, especially if you don’t have the right recruitment tools and processes in place. What’s less talked about, however, is the challenge of filling positions that have a high degree of cross-industry appeal. For example, receptionists serve similar functions in a range of business settings, from enterprise offices to healthcare facilities and beyond. That’s why using a receptionist test or [conducting a receptionist skills assessment test](https://employtest.com/job-title/recruitment-assessment-tool-for-receptionists/ "Recruitment Assessment Tool for Receptionist") early in the process can save you time and help ensure you identify the right talent. Want to hire an exceptional receptionist? Use [computer skills test for employment](https://employtest.com/computer-skills-test-for-job-applicants/ "Computer Skills Test for Job Applicants") as part of your hiring workflow. Considering the demand for these professionals is [expected to grow by 9%](https://www.bls.gov/ooh/office-and-administrative-support/receptionists.htm) between 2016 and 2026, according to the U.S. Bureau of Labor Statistics, it makes sense that employers across the commercial spectrum have started to ramp up their recruitment efforts. Knowing what to look for in an applicant is half the battle, so let’s quickly recap some of the core competencies employers should prioritize in their next receptionist, especially through a well-structured skills test for receptionists. ![Executive hands a file to a receptionist.](https://pictures.contentlead.com/x_0_0_0_14138749_800.jpg)Modern receptionists fill a variety of roles in today’s fast-paced labor market. **Key qualities of a talented receptionist** First and foremost, every employer has different needs and expectations when it comes to hiring a receptionist. Working at a traditional office may require close collaboration with different departments and clientele, whereas a manufacturing company might prefer candidates with extensive back-end administration experience. Generally speaking, onboarding the perfect receptionist starts with an assessment of the specific tasks and responsibilities you need them to perform, often evaluated through a receptionist skills test. That said, the staffing experts at Robert Half International [highlight six traits every employer should prioritize](https://www.roberthalf.com/blog/evaluating-job-candidates/6-attributes-to-look-for-in-a-great-receptionist) during the application and interview stages: **1. Communication skills:** While this may seem obvious, receptionists must be able to effectively communicate with a diverse range of stakeholders, both through verbal and digital channels. In many cases, receptionists are asked to take on customer service responsibilities and other internal administrative tasks that may require a bit of finesse. Using a receptionist test can help assess these skills. **2. Professionalism:** Receptionists often act as the primary point of contact for customers, colleagues and third-party associates, making a high degree of professionalism essential. Recruiting applicants who are patient and reserved can not only help with internal and external relationship building, it may also keep your work environment conflict-free. **3. Interpersonal abilities:** Collaboration is a key quality for receptionists, as it allows them to work effectively with a number of different personality types. While soft skills can be difficult to gauge in the early stage of the recruitment process, an in-person interview or a receptionist skills assessment test can tell you a lot about a candidate’s general attitude and propensity for interpersonal connections. **4. Multitasking capabilities:** As mentioned above, receptionists are often expected to take on a variety of day-to-day duties, from administrative paperwork to data entry tasks. As such, the ability to juggle low-priority and urgent responsibilities is crucial to their continued success. Evaluating multitasking abilities through a skills test for receptionists is a good way to gauge whether they can handle fast-paced, high-stress scenarios. **5. Organization:** Keeping physical and digital environments free of clutter is a chief preoccupation of today’s receptionists, which is why strong organization skills should be at the top of your list. Professionals in this role must be able to locate specific information in a pinch, such as client phone numbers, executive schedules, and important financial records. Asking candidates to explain their [ideal filing system](https://work.chron.com/good-qualities-receptionist-9637.html) is one simple way to cross-reference their credentials during the interview stage, according to the Houston Chronicle. **6. Tech-savviness:** In the modern digital world, technology skills are pivotal to the work receptionists perform. That’s why it’s important to locate candidates who are comfortable with word processing programs, phone systems, web applications and in-office equipment. Although any applicant can list these competencies on their resume, a quick [computer skills test](https://employtest.com/computer-skills-tests-for-applicants-employees/) can reveal a lot about their level of experience. Asking candidates “As a receptionist, what are the tools you usually use?” can give further insight into their tech-savvy nature. When it comes to hiring a talented receptionist, the best approach is to dedicate enough time to fully understand your needs. Since receptionists often fill intermediary roles in professional environments, making a hasty decision could have far-reaching (and unforeseen) consequences for your company. Incorporating a skills test for receptionists into your hiring process ensures that you select candidates who can thrive in your specific work environment. **Blog Categories:** Employment Tips, Hiring Tips --- ### [Workplace manners 101](https://employtest.com/hrblog/workplace-manners-101/) **Published:** November 17, 2017 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### **What is working in an ethical manner?** Workplace etiquette means acting with integrity, honesty and accountability in your job. It involves making moral, legal choices aligned with your company’s code of ethics. Business etiquette in the office requires considering implications, respecting others, protecting confidentiality, and upholding high professional standards. As a hiring manager, it’s your responsibility to oversee employees and mentor them as they enter the company. The last thing you want to do is bring in a group of new workers who show little to no respect to their administrators and fellow peers in the working environment and have no basic workplace etiquette. **Pro tip:** For a fast, job-relevant screening, try a pre-hire [behavioral test for entry-level jobs for applicants](https://employtest.com/behavioral-test-for-entry-level-jobs/ "Behavioral Test for Entry Level Jobs") as part of your workflow. Understanding basic workplace etiquette is a must if your business wants to work together successfully. Unfortunately, you can’t just assume that your new hires will practice the same manners their parents taught them as children – you may have to give them a good reminder of proper etiquette at work. To ensure positive employee morale and productivity, reiterate the importance of workplace etiquette 101 by sharing these tips: ### **1. Understand when to keep your office door closed** If you have the privilege to have your own office, be mindful of those nearby by understanding when to keep the door closed. Whether you have a visitor, you’re on the phone or taking a break to catch up on the news from your television or computer screen, the noise can be a distraction to others who are trying to work. ### **2. Be mindful of your surroundings while you’re on the phone** ![To ensure positive employee morale and productivity, teach your new workers a thing or two about workplace manners 101 by sharing these tips.](https://pictures.contentlead.com/To-ensure-positive-employee-morale-and-productivity-teach-your-new-workers-a-thing-or-two-about-workplace-manners-101-by-sharing-these-tips_16000902_40044034_1_14007653_500.jpg)To ensure positive employee morale and productivity, teach your new workers a thing or two about workplace manners 101 by sharing these tips. If you’re on the other side of the spectrum and you take calls and visitors from your desk in the open workspace, be mindful of those around you. Talking too loudly while you’re on the phone can be distracting to others. To practice etiquette in the office, try to keep in-office visits short, or wait until your surrounding co-workers are on break to bring your family and friends into the office to see where you work every day. ### **3. Give your full attention during a meeting** While attending a meeting, devote all of your attention to the speaker. Leave your phone on mute, or better yet, just leave it at your desk. The only time you should bring and use a laptop or tablet is if you’re taking notes. Avoid fidgeting and never engage in conversation with your co-workers while the speaker is presenting. Not only is this distracting, it’s incredibly disrespectful. ### **4. Stay home when you’re sick** Certainly, it might show how dedicated you are to your job if you come to the office while you’re sick, but you’ll just get sent home. Save everyone the trouble and stay away from the office when you feel under the weather. Use a sick day or make an arrangement to work from home if you feel fully capable of completing your job for the day. ### **5. Be courteous in the kitchen** Office kitchen etiquette is pretty simple: Don’t leave your dirty dishes in the sink and never take and eat someone else’s food from the refrigerator. Also, try to avoid using the microwave for foods with an overpowering scent, whether it’s burnt popcorn or last night’s leftover fish to practice good office etiquette. ![Never leave your dirty dishes in the sink at work.](https://pictures.contentlead.com/x_0_0_0_14104199_800.jpg)Never leave your dirty dishes in the sink at work. ### **6. Only “reply all” when necessary** Email etiquette is just as important as in-person manners are to the workplace. Use the company’s advised formatting when sending messages to co-workers and clients, and always remember to avoid “replying all” when it’s not necessary. There’s no reason your entire team needs to see you question a higher-up after a company-wide email, so be mindful of who you’re responding to before you click send as part of communication etiquette in the workplace. When sharing these tips about good office etiquette, don’t come off as condescending. There’s a fine line between treating your employees like children and sharing advice about manners in the office. Use this guide as a tool to achieve workplace etiquette 101 with ease. Enhance your hiring strategy with more expert tips – [read our comprehensive guide now](https://employtest.com/helpful-tools/)! **Blog Categories:** Employment Tips --- ### [Avoid Toxic Personalities at Work with Pre-Employment Tests](https://employtest.com/hrblog/avoid-toxic-personalities-at-work/) **Published:** March 1, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### What is an Example of a Toxic Person at Work? Examples of toxic personalities at work include negative individuals who complain constantly, gossip or bully others, undermine teammates, have angry outbursts, refuse accountability, or act entitled and superior. Bringing a toxic employee into an organization can severely hurt morale, collaboration, engagement, and performance. According to [**Harvard Business Review**](https://hbr.org/2009/04/how-toxic-colleagues-corrode-performance), toxic personalities at work can result in **38% decreased work quality** and **66% decreased work performance.** These statistics clearly illustrate the importance of avoiding toxic personalities in the workplace. It’s often said that prevention is better than cure, and this is especially true when it comes to dealing with toxic employees. By taking [**proactive measures**](https://employtest.com/tests/) to avoid hiring toxic people in the first place, companies can protect themselves from the damaging effects they can have on the teams they work with. For a fast, job-relevant screen, try a [pre-hire personality test for job applicants ](https://employtest.com/personality-profile-test/ "Personality Profile Test for Employment")as part of your workflow. ## **What is a Toxic Work Personality?** Toxic personalities at work are characterized by a combination of negative traits and behaviors that can have a detrimental effect on the workplace. Some common characteristics include: #### **Narcissism** Narcissists have an inflated ego and sense of self-importance while lacking empathy and consideration for others. Their grandiose view of themselves leads to arrogance, domineering attitudes, and hostility when challenged or contradicted. “Narcissistic leaders, like carriers of a virus, infect the organizational culture and cause top performing employees to look for a quick exit, [**according to a study**](https://greatergood.berkeley.edu/article/item/how_narcissistic_leaders_make_organizations_less_ethical) from the University of California. #### **Passive-Aggression** [**Passive-aggressive**](https://www.forbes.com/sites/carolinecastrillon/2023/10/22/5-ways-to-deal-with-passive-aggressive-behavior-at-work/?sh=49ec3f132105) employees express frustration through indirect means like procrastination, stubbornness, and intentional inefficiency to undermine team objectives. Their covert obstructionism and denial of responsibility sabotages progress. #### **Manipulation** Toxic manipulators [**exploit coworkers and situations**](https://hbr.org/2023/10/5-types-of-manipulators-at-work) to serve their self-interests. They shame or play mind games to gain power and notoriety at the expense of others. Manipulation destroys trust, cooperation, and integrity and dismantles high-performing teams. #### **Drama-Seeking** Toxic drama-seekers constantly stir conflict to gain attention and feed their victim mentality. They gossip, exacerbate disagreements, and bully to satisfy their boredom and insecurity through the chaos they incite. #### Gossiping and Spreading Rumors** Toxic individuals may engage in spreading gossip and rumors to manipulate others or gain control. This behavior can damage trust within teams and create an overarching environment of distrust and suspicion. #### **Negativity and Complaining** Toxic individuals often have a pessimistic outlook and a tendency to complain excessively. They focus solely on problems rather than solutions. Complainers constantly criticize others, the company, or their circumstances, creating a negative atmosphere that drains the energy of those around them. #### **Blaming** Toxic individuals avoid taking responsibility for their actions and frequently blame others or external factors for their mistakes. This lack of accountability erodes team cohesion and hinders problem-solving efforts. ## **The High Cost of Toxic Personalities at Work** The presence of toxic personalities at work can have a significant impact on your company, affecting these specific areas: ![Effects Of Toxic Personalities At Work](https://employtest.com/wp-content/uploads/2016/05/Effects-of-toxic-personalities-at-work--300x176.jpg "Effects Of Toxic Personalities At Work") - **Productivity**: Toxic behaviors directly distract, slow, and obstruct coworkers from efficiently performing tasks. Drama and complaints waste hours of productive time each week that would be better spenton value-adding work. A [**study**](http://www.buffalo.edu/ubnow/stories/2019/03/grijalva-narcissists.html) shows that toxic behavior can significantly damage workplace team performance. - **Profitability**: Because toxic employees hamper productivity, creativity, and collaboration, they limit the organization’s ability to operate efficiently and capture new opportunities. Their net effect depresses revenue potential. - **Engagement**: Toxic workers corrode team morale, fulfillment, loyalty, and motivation. Their presence fosters negativity, frustration, and disengagement among previously devoted, upbeat employees. - **Employee Retention**: Toxic work environments contribute to high employee turnover as talented individuals seek more positive and supportive workplaces. This results in the loss of valuable skills and institutional knowledge. ### **Why Interviews Alone Fail to Detect Toxic Personalities When Hiring** Standard interviews rely heavily on first impressions rather than objective facts about dangerous behavioral flaws. Although interviews are an essential part of the hiring process, they cannot provide a complete picture of the candidate’s personality. In many cases, these candidates consider the interview a performance and present themselves in a favorable light, even if they have toxic traits. Many toxic candidates have excellent communication skills, which masks their toxic behavior. It’s quite common for the interviewer to miss identifying these toxic traits because of the candidate performance factor, leading to the hiring of a toxic applicant candidate. Without the right testing, these “wolves in sheep’s clothing” easily infiltrate organizations only to reveal their true disruptive colors much later. With these reasons in mind, it’s essential to use data-driven tools and methods, such as [pre-employment assessment tests](https://employtest.com/), to identify toxic personalities early in your hiring process. ### **How Pre-employment Tests Avoid Toxic Personalities at Work** Evidence-based pre-employment exams prevent toxic candidates from manipulating the hiring process by directly testing for counterproductive behavioral traits. Some of these assessments include: #### **Personality Tests** Personality assessments, such as our [**personality profile test for employment**,](https://employtest.com/personality-profile/) provide an impartial analysis of candidates’ tendencies, including emotional regulation, integrity, teamwork, dealing with pressure, and conflict resolution. Screening for integrity also exposes those prone to toxic habits like gossiping, blaming others, harboring grudges, withholding information, and sabotaging team goals to prioritize self-interest. #### **Emotional Intelligence Tests** [**Emotional intelligence**](https://employtest.com/emotional-intelligence-profile-for-applicants/) (EQ) tests assess candidates’ ability to comprehend social dynamics and respond appropriately in interpersonal interactions. Toxic employees often lack essential EQ skills, including: - **Self-awareness:** The inability to recognize the impact of one’s behavior on others. - **Self-regulation:** Difficulty managing destructive emotional impulses. - **Empathy:** Inability to understand and consider others’ perspectives. - **Conflict resolution:** Inability to resolve conflicts constructively. Additionally, low EQ scores can indicate toxic tendencies such as drama-seeking, manipulation, blame-shifting, chronic complaining, and narcissism. EQ testing serves as a safeguard against hiring people who lack maturity, sensitivity, and people skills into managerial roles. By assessing EQ, organizations can better identify candidates with the emotional intelligence necessary for positive workplace relationships and a healthy work environment. #### **Cognitive Assessments** General mental ability exams assess important aspects of cognitive functioning, such as critical thinking, rational judgment, and problem-solving skills. Toxic personalities, on the other hand, often exhibit inflexible thinking patterns, and a tendency to make rash decisions that can heighten interpersonal conflicts. [**Cognitive tests**](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) can be a great complement to the personality tests that evaluate a tendency to be toxic. ### **Conclusion** A company is only as strong as its employees, and building a team of individuals who will contribute positively to the company’s growth and success takes effort. By integrating validated personality and emotional intelligence assessments into the hiring process, companies gain a powerful tool to identify and avoid toxic personalities at work. This proactive approach doesn’t just make for a happier workplace; it also boosts productivity and success across the board. Interested in seeing how pre-employment assessments can help you avoid hiring the next George Costanza, Draco Malfoy, or Cruella de Vil? Try a free [**sample test**](https://employtest.com/pre-employment-test-sample/) today! **Blog Categories:** Employment Tips --- ### [11 Recruitment KPIs to Measure Talent Acquisition Efficiency](https://employtest.com/hrblog/recruitment-kpis/) **Published:** March 26, 2024 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes ### **What is KPI in Talent Acquisition?** Recruitment KPIs (key performance indicators) are measurable tasks that evaluate the efficiency and impact of talent acquisition activities. Organizations gain data-backed insights to refine and enhance their overall recruitment strategy by regularly monitoring important benchmarks across the hiring pipeline. Common items tracked include time frames to hire candidates, source of applicants, cost per hire, offer acceptance rates, and more. While numbers don’t tell the whole story, key recruitment metrics spotlight what’s working well and areas needing fine-tuning. Do you know how much a bad hire could really cost your company? Try upwards of $17,000, [**according to CareerBuilder**](https://resources.careerbuilder.com/news-research/prevent-hiring-the-wrong-person). That eye-watering sum includes recruiter fees, onboarding expenses, lost productivity, and then starting the frustrating hiring cycle all over again. If numbers like that make you cringe, it’s time to get serious about tracking your [recruitment KPIs](https://manilarecruitment.com/manila-recruitment-articles-advice/key-performance-indicators-successful-recruitment-teams-infographic/). By monitoring recruitment KPIs across your hiring process, you can pinpoint bottlenecks, streamline workflows, and consistently hire motivated A-players primed for longevity. ### **Why are Recruitment KPIs important?** #### **Measuring the Effectiveness of Recruitment Efforts** Recruitment KPIs provide a quantifiable and objective way to measure the success of your talent acquisition efforts. Instead of relying on gut feelings, these metrics offer cold, hard data that can be analyzed and interpreted. From there, you can make informed decisions based on facts. #### **Optimizing the Hiring Process** By tracking recruitment KPIs, you can pinpoint the strengths and weaknesses of your hiring process. Are candidates dropping off at a particular stage? Is your time to fill open positions excessively long? These metrics will shine a light on the areas that need improvement, enabling you to take targeted actions to optimize your recruitment strategies. #### **Attracting and Retaining Top Talent** Strong recruitment KPIs are indicative of a well-structured and efficient [hiring process](https://employtest.com/videos/3-steps-to-improve-your-hiring-process/). This can be your company’s competitive advantage in attracting and retaining top talent. Candidates are more likely to join organizations with a positive reputation for a smooth and transparent hiring experience. #### **Data-Driven Decision Making** KPIs provide data-driven insights to guide strategic decision-making in recruitment. By analyzing the performance of different channels, sources, and strategies, organizations can allocate resources effectively and focus on strategies that yield the best results. #### **Improving Collaboration between HR and Hiring Managers** Recruitment KPIs facilitate better collaboration between HR and hiring managers. By aligning on common goals and metrics, HR and hiring managers can work together to optimize the recruitment process and achieve organizational objectives. ***For a fast, job-relevant screen, try an [emotional intelligence profile test](https://employtest.com/emotional-intelligence-profile-test-for-applicants/) for job applicants as part of your workflow.*** ## **11 Recruitment KPIs and Metrics to Measure Talent Acquisition![Recruitment-KPIs-and-Metrics-to-Measure-Talent-Acquisition-Efficiency](https://employtest.com/wp-content/uploads/2024/03/Recruitment-KPIs-and-Metrics-to-Measure-Talent-Acquisition-Efficiency-2-300x200.jpg "Recruitment-KPIs-and-Metrics-to-Measure-Talent-Acquisition-Efficiency") Efficiency** Here are 12 vital recruitment KPIs that offer critical visibility into the health and performance of critical hiring processes: #### **1. Time to Hire** Have you ever lost a top candidate because your hiring process took too long? You’re not alone. A recent [**LinkedIn study**](https://www.linkedin.com/pulse/can-you-wait-49-days-why-getting-hired-takes-so-long-george-anders/) found that in certain industries, the hiring process for a new employee can take up to 49 days. However, [**Workleap**](https://workleap.com/blog/12-recruiting-stats/) says the best candidates are off the market within 10 days. Tracking the average time between opening a requisition and receiving an accepted offer helps you identify bottlenecks and take proactive measures to streamline your process. #### **2. Source of Hire** With so many channels available for sourcing candidates, it’s essential to understand where your best hires are coming from. The “Source of Hire” KPI helps you identify the most fruitful fishing grounds, whether it’s job boards, employee referrals, social media, or career fairs. Track this metric to double down on the approaches working well while experimenting with new outreach avenues if needed. #### **3. Cost Per Hire** Recruiting top talent is a significant investment, and ensuring that your budget is being allocated effectively is crucial. To calculate your [**cost per hire**](https://employtest.com/hrblog/cost-per-hire/), add up all the expenses for your recruitment efforts, both internal and external. This includes job board postings, recruitment tools, agency fees, and other expenses. Then, divide that total by the number of successful hires. #### **4. Offer Acceptance Rate** Imagine putting in all the effort to find the perfect candidate, only to have them turn down your offer. Talk about a recruitment heartbreak! The offer acceptance rate measures how many candidates accept your job offers. The current [**average acceptance rate is 69.3%**](https://www.crosschq.com/blog/time-to-hire-offer-acceptance-rate#:~:text=Offer%20Acceptance%20Rate%20Benchmark,a%20high%20OAR%20a%20reality.https://www.crosschq.com/blog/time-to-hire-offer-acceptance-rate#:~:text=Offer%20Acceptance%20Rate%20Benchmark,a%20high%20OAR%20a%20reality.), but your HR team should aim at above 90% to reduce hiring costs. A low offer acceptance rate could indicate issues with your compensation package, employer brand, or hiring process. By monitoring this KPI, you can identify areas for improvement and increase your chances of securing top talent. #### **5. Candidate Experience** Your candidates have options galore. A [**positive candidate experience**](https://employtest.com/hrblog/candidate-experience/) can make or break your ability to attract top talent. This KPI measures candidates’ satisfaction with your recruitment process, from the initial job posting to the final interview. By gathering feedback and monitoring this metric, you can identify areas for improvement and ensure a seamless, engaging experience for potential hires. #### **6. Quality of Hire** While attracting top talent is important, it’s equally crucial to ensure that your recruitment processes are consistently screening candidates who are likely to succeed. The [**quality of hire KPI**](https://www.indeed.com/career-advice/career-development/how-to-measure-quality-of-hire) is a more subjective metric that evaluates how recently onboarded employees are performing in their new roles after completing the initial ramp-up period. High quality of hire marks means your recruitment strategies are on the right track, and you’re making informed decisions about the best candidates for your organization. #### **7. Diversity and Inclusion Metrics** Studies have shown that [**diverse teams**](https://employtest.com/hrblog/diversity-hiring-how-to-create-an-inclusive-workplace/) foster innovation, creativity, and better decision-making. The “Diversity and Inclusion Metrics” measure the demographic representation of your candidates and new hires, ensuring that your recruitment efforts are fair, equitable, and inclusive. Tracking this metric helps you identify any biases hindering your diversity efforts. Perhaps you’ll discover that your job descriptions or interview questions need to be refined to be more inclusive, or maybe there’s an opportunity to expand your recruitment reach to attract a more diverse pool of candidates. #### **8. Applicant Drop-Off Rate** The drop-off rate measures the percentage of qualified applicants who don’t make it to the offer stage. According to [**SHRM**](https://www.shrm.org/topics-tools/news/talent-acquisition/people-92-never-finish-online-job-applications#:~:text=Most%20People%E2%80%9492%25%E2%80%94Never%20Finish%20Online%20Job%20Applications), ​​92% of applicants never finish online job applications. A high drop-off rate can show overly complicated requirements or hiring procedures. Lengthy applications with unnecessary questions and multiple rounds of interviews can discourage well-suited candidates from applying or pursuing the opportunity further. By focusing on just the essentials, companies can make it easier for candidates to apply by focusing on the required qualifications. Pro tip: Streamlining screening steps, such as using [**pre-employment tests**](https://employtest.com/tests/) to evaluate applicants’ skills accurately, can also help reduce the time and effort required for recruiters. #### **9. Rejection Rate** Rejection is an inevitable part of the recruitment process, but it’s important to understand its reasons. The “Rejection Rate” KPI measures the percentage of rejected candidates at various stages of the hiring process, providing valuable insights into the efficiency and selectivity of your recruitment efforts. If you notice a high rejection rate during the initial screening stage, it could indicate that your job descriptions or screening criteria need to be refined to better align with the actual requirements of the role. #### **10. Interviews Per Hire** The “Interviews per Hire” KPI measures the average number of interviews conducted before a successful hire is made, providing insights into the efficiency of your interview process. [**Hirevue**](https://www.hirevue.com/blog/hiring/eight-recruitment-metrics-that-matter) suggests an ideal ratio of 3 interviews for every hire or 3:1. This ratio indicates that your organization is effectively drawing top-notch candidates right from the start of the interview process. A high number of interviews per hire could indicate a lack of alignment between your interview process and your job requirements, or it could simply mean you’re being highly selective in your hiring decisions. Perhaps you’ll find that your initial screening process needs to be more rigorous, or your interview questions could be better tailored to evaluate the specific skills and qualifications required for the job. #### **11. First Year Turnover Rate** This KPI measures the percentage of new hires who voluntarily leave your organization within the first year of employment. According to [**PwC**](https://workforce.pwc.com/hr-metrics/2022-first-year-of-service-turnover-rate), the national average first-year turnover rate in 2022 was 35%. A high first-year turnover rate can be a major red flag, indicating potential issues with your recruitment process, onboarding, or company culture. Imagine investing all that time and effort into finding the perfect candidate, only to have them slip through your fingers before they even have a chance to make an impact. By tracking this metric, you can identify potential root causes and implement strategies to improve your retention efforts. Maybe your job descriptions need to be more transparent, or perhaps your onboarding program needs a revamp to better acclimate new hires to your company culture. Whatever the case, this KPI will help you nip turnover in the bud and ensure that your new hires stick around for the long haul. ### **How to Use KPIs to Measure Recruitment Effectiveness** Now that we’ve established the top recruitment KPIs, it’s time to dive into how to effectively use these metrics to measure the success of your talent acquisition efforts. #### **Define Your Goals** Before you can measure anything, you need to know what you’re aiming for. Clearly define your recruitment goals and objectives, whether it’s reducing time to hire, improving quality of hire, or increasing diversity and inclusion. These goals will serve as the foundation for your KPI selection and tracking. #### **Select Relevant KPIs** Not all KPIs are created equal, and the ones you choose should match with your specific recruitment goals and objectives. For example, if you aim to reduce cost per hire, you’ll want to focus on metrics like advertising spend, agency fees, and recruitment tool costs. #### **Establish Benchmarks** To truly understand the significance of your KPI data, you need to establish benchmarks. These can be internal benchmarks (e.g., your organization’s historical performance) or external benchmarks (e.g., industry standards or competitor data). By comparing your KPI results against these benchmarks, you can identify areas where you excel and those that need improvement. #### **Implement Data Collection and Tracking** Effective KPI measurement requires a robust data collection and tracking system. Invest in recruitment software or tools that can automate the collection and analysis of relevant data, making it easier to monitor your KPIs in real-time. #### **Analyze and Interpret Data** Raw data is just a collection of numbers; it’s the analysis and interpretation that truly unlocks its value. Regularly review your KPI data, looking for trends, patterns, and anomalies. Identify the root causes of any deviations from your benchmarks or goals and address them. #### **Continuously Improve** The beauty of KPIs is that they provide a constant feedback loop for improvement. Use the insights gleaned from your KPI data to refine your recruitment strategies, test new approaches, and continuously optimize your talent acquisition efforts. Remember, measuring recruitment effectiveness is not a one-time event – it’s a continuous process of improvement. ### **How Pre-Employment Assessments Help in Improving Recruitment KPIs** As you continue to streamline your talent acquisition, don’t overlook the benefits of using [**pre-employment assessments**](https://employtest.com/tests/). Pre-employment assessments provide objective data to support your hiring choices, enabling you to make informed decisions, track the performance of your hires, and continuously refine your recruitment strategies based on tangible insights. Using [pre-hiring assessment tests](https://employtest.com/) also helps you quickly identify the most qualified candidates, saving time and resources that would otherwise be spent interviewing unsuitable candidates. If you’re interested in learning how much your company can save by using pre-employment tests, try this helpful [**ROI calculator**](https://employtest.com/helpful-tools/roi-calculator/). Additionally, assessments can help you build a diverse and inclusive workforce by mitigating unconscious biases in your recruitment process. By hiring individuals who align with your company culture and values, you can reduce early turnover and improve employee retention rates. ### **Summing It Up** Recruiting is a critical process for any business, and it is essential to ensure that you are doing it right. By keeping track of the important recruiting metrics mentioned above, you can optimize your hiring process and attract top talent more efficiently. Don’t let a slow, costly hiring process hold your business back. Start tracking these recruitment KPIs today, use [**pre-employment assessments**](https://employtest.com/pre-employment-test-sample/), and see how you can improve your recruitment efforts. **Blog Categories:** better hiring process --- ### [HR Cheat Sheet: Matching Microsoft Office Tests to Job Roles](https://employtest.com/hrblog/microsoft-office-tests-to-job-roles/) **Published:** March 12, 2025 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Hiring someone who *actually* knows their way around Microsoft Office shouldn’t be a guessing game. Unfortunately, too many hiring managers fall into the trap of using one-size-fits-all MS Office tests that don’t match their open job’s real tasks. When that happens, companies end up with: - Data-heavy roles filled by employees who struggle with Excel. - Office managers who can’t navigate Outlook efficiently. - Employees who take 2x as long to finish basic tasks because they just don’t know the programs well. The good news? **This is 100% preventable.** By matching the right [Microsoft Office test to each job role](https://employtest.com/microsoft-office-skills-test/ "Microsoft Office Skills Test for Employment"), hiring managers can ensure they extend offers to candidates who can hit the ground running. This new cheat sheet will provide actionable information in matching up the most relevant MS Office assessments for different roles, so you don’t waste time or resources on the wrong hire. --- ### **Why Microsoft Office Skills Matter for Different Job Roles** Microsoft Office isn’t just a collection of software—it’s the backbone of business operations. But not all employees need the same level of proficiency across all of the programs. The skills required for a **customer service rep** will be totally different from those of an **accounting assistant**. By tossing a generic test at every candidate (or skipping testing altogether), you’re likely missing out on the best hires. Instead, **decide which MS Office programs each role will use most and test accordingly.** ![Microsoft Office Test For Each Job](https://employtest.com/wp-content/uploads/2025/03/Microsoft-office-test-for-each-job-768x1024.jpg) ### ### **HR Cheat Sheet: The Right Microsoft Office Test for Each Job Role** #### **1. Administrative Assistants & Office Managers** **Tests to Use:** - Microsoft Word (Text formatting, templates, Applying or accepting changes, Recoloring pictures) - Microsoft Outlook (email management, scheduling meetings, task organization, calendar sharing) **Why?** These professionals are responsible for creating polished documents and managing email communications, so they need strong Word and Outlook skills to keep operations smooth. #### **2. Sales Team, both internal and external** **Test to Use:** - Microsoft Excel (data entry accuracy, formulas, sorting, filtering, conditional formatting) - Microsoft Outlook (email management, scheduling meetings, task organization, calendar sharing) **Why?** Precision and speed in Excel are essential for handling large amounts of data efficiently. #### **3. Customer Support** **Tests to Use:** - Microsoft Outlook (email efficiency, managing client communications, setting up meetings) - Microsoft Word (writing and formatting documents using templates, drafting proposals) **Why?** Clear and prompt communication with clients and colleagues is critical in these roles. #### **4. Accounting & Finance Support Staff** **Test to Use:** Advanced Microsoft Excel (financial modeling, pivot tables, VLOOKUP, macros, conditional logic functions) **Why?** Excel is the go-to tool for financial tracking, forecasting, and data analysis. Misuse or inefficiency in Excel can lead to costly errors. #### **5. Managers & Team Leads** **Tests to Use:** - Microsoft Excel (data visualization, reporting, trend analysis) - Microsoft PowerPoint (presentation design, slide formatting, integrating charts and reports) **Why?** Managers rely on Excel for reporting and PowerPoint for presenting insights, making these two programs critical for strategic decision-making. #### **6. Marketing & Project Managers** **Tests to Use:** - Microsoft PowerPoint (professional slide design, animation, data integration) - Microsoft Excel (budgeting, project tracking, task management spreadsheets) **Why?** Marketing professionals create reports, campaigns, and pitch decks, requiring strong PowerPoint and Excel proficiency. --- ### **The 3 Biggest Mistakes Hiring Managers Make When Choosing Microsoft Office Tests** Even when companies implement pre-employment testing, **missteps in the selection process** can make them ineffective. Here’s what hiring managers often get wrong: **1. Not testing at the appropriate skill level.** - Testing an executive assistant on **basic Word skills** when they need **advanced document formatting** leads to problems. - A finance role requiring deep Excel knowledge should be assessed with **complex formulas and data analysis tasks**, not simple spreadsheet navigation. **2. Overlooking real-world applications.** - A multiple-choice question about “What is VLOOKUP?” doesn’t show whether a candidate can actually use VLOOKUP in Excel. - Instead, tests should involve **practical, role-based simulated scenarios.** **3. Using a single Microsoft Office test for all positions.** - While a generic Microsoft Office test can provide a quick overview of a candidate’s overall skill level, it doesn’t offer a deep dive into their proficiency with specific programs. How to Start Using the Right Microsoft Office Test in Your Hiring Process** To maximize the effectiveness of MS Office skills testing, follow this structured approach: #### **Step 1: Identify the Must-Have Microsoft Office Skills for the Job** Review the **job description** to determine which MS Office programs are essential for the role. #### **Step 2: Choose the Right Test Type** - **Basic Level:** Tests fundamental functions like formatting text in Word or using SUM formulas in Excel. - **Intermediate Level:** Includes tools like pivot tables in Excel and mail merge in Word. - **Advanced Level:** Focuses on expert features such as macros, PowerPoint animations, or financial modeling in Excel. #### **Step 3: Integrate Testing at the Right Hiring Stage** - **Before the final interview**: Avoid wasting time interviewing candidates who lack essential skills needed for the job. - **Compare multiple applicants objectively**: Let test scores guide hiring decisions alongside interviews. --- ### **Benefits of Using Microsoft Office Suite Tests** When hiring managers assess Microsoft Office skills **before hiring**, they achieve: - **Reduced onboarding time** – Employees start their roles with the right skills. - **Lower hiring risks** – Verifies candidates’ actual abilities instead of relying on self-reported proficiency. - **Improved efficiency** – Ensures teams are made up of competent employees who contribute immediately. ### **Case Study: MS Office Tests Saved the Day** [Foundation Partners Group](https://employtest.com/case-studies/case-study-foundation-partners/) struggled with high turnover—losing 30% of new hires annually due to poor skills matches. To fix this, they: - Implemented MS pre-employment tests (MS Word, Excel, Outlook) to assess candidate skills. - Streamlined the hiring process by ensuring only qualified candidates were interviewed. - Reduced turnover by benchmarking tests against top performers, leading to more effective hiring decisions. This data-driven approach helped **improve hiring efficiency and significantly reduced turnover**. Check out their [case study](https://employtest.com/case-studies/case-study-foundation-partners/) here! --- ### **Smarter Testing Leads to Smarter Hiring** Hiring managers can no longer afford to guess whether a candidate is proficient in Microsoft Office. By matching **the right test to each job role**, companies can: - Make hiring decisions with **confidence**. - Avoid wasted time and **costly onboarding mistakes**. - Build more **efficient, skilled teams** from the start. Want to **simplify your hiring process and ensure new hires have the right Microsoft Office skills?** Use this HR Cheat Sheet and try a [free sample test](https://employtest.com/pre-employment-test-sample/) today! **Blog Categories:** Hiring Tips --- ### [How Personality Tests for Jobs Help Gauge Applicants' Traits](https://employtest.com/hrblog/personality-tests-for-jobs/) **Published:** January 15, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### For What Reasons are Personality Tests used in Jobs Today? Personality tests for jobs are pre-employment assessments used by employers to evaluate a candidate’s personality traits, behaviors, and work styles. These tests are designed to measure various aspects of an individual’s personality that are relevant to job performance and company cultural fit. **Hiring isn’t just about finding the most qualified candidates.** It’s also about building a team where personalities complement each other. After all, a group of brilliant individuals who can’t work together is a recipe for disaster. **So, how do you make sure you’re hiring people who will fit in your team?** One key is to understand your candidates’ workplace personality traits. However, assessing a candidate’s personality during an interview can be difficult. That’s why many companies turn to personality tests for jobs to help them make informed hiring decisions. ### **Why Personality Traits Matter** A company team is built with individuals who have unique strengths, weaknesses, and occasionally, quirkiness. In the workplace, it’s not just about reaching goals, but also about how well your team works together. Personality traits such as [**conscientiousness, agreeableness, and openness to experience**](https://www.floridatechonline.com/blog/business/how-the-big-five-personality-traits-influence-work-behavior/) can turn a group of individuals into **a close-knit, high-performing team**. Company success goes beyond getting the job done. It’s also about creating an environment where everyone can thrive. When it comes to predicting job success, personality traits can give us a glimpse into how a candidate will handle the job. It’s not a guarantee of future success, but it can improve your chances of finding the right person for the job. Why do personality traits matter in hiring? Because it’s not just about filling roles but about building teams that can work, grow, and succeed together. ![Common Personality Assessment Tools](https://employtest.com/wp-content/uploads/2024/01/Common-Personality-Assessment-Tools-1.jpg "Common Personality Assessment Tools") ## **A Closer Look at Common Personality Assessments for Employment** Here are common tools HR managers use to assess personality traits: ### **Behavioral Interviews** Behavioral interviews can help predict future behavior based on a candidate’s past actions in specific situations. Through targeted questions, you can gain insights into how candidates have handled challenges before and how they might respond to similar situations in the future. ### **Personality Tests for Jobs** Personality tests for jobs, or employment personality test are used by HR managers to assess a candidate’s natural personality traits, which are harder to change than hard skills. Personality tests, like the [**Elite Personality Profile**](https://employtest.com/personality-profile/ "Personality Profile Test for Employment"), measure ten different personality traits that are relevant for a variety of jobs in the workplace. ### **Reference Checks** Contacting previous employers or colleagues can shed light on a candidate’s work habits, interpersonal skills, and overall personality. These insights from [**reference checks**](https://employtest.com/hrblog/reference-check-questions/) can prove invaluable in understanding a candidate’s work ethic, communication style, and collaborative skills. ### **Situational Judgment Tests** These tests assess a candidate’s problem-solving and decision-making skills by presenting hypothetical scenarios. They can offer valuable insights into a candidate’s ability to think on their feet and make sound judgments in real-world situations. **While traditional methods like interviews and reference checks provide valuable insights, they often fall short of giving a comprehensive view of a candidate’s personality.** Personality tests for jobs, however, provide a more thorough understanding of a candidate’s preferences, tendencies, and behaviors, making it easier to evaluate them. ![personality tests for jobs in action](https://employtest.com/wp-content/uploads/2013/06/headhunters-interviewing-female-job-candidate-300x200.jpg) ## **Why ​​Personality Tests for Jobs Are Effective HR Tools** More and more HR managers are using [**pre-employment tests**](https://employtest.com/tests/), which include employment personality test, to assist in the hiring process. Here are the reasons why: - **In-depth Analysis**: Unlike traditional methods, pre-employment tests provide a more in-depth analysis of a candidate’s personality. They go beyond the surface by assessing [applicants’ soft skills](https://employtest.com/videos/hiring-for-soft-skills/), such as teamwork, communication, and leadership. - **Predictive Insights**: By focusing on specific traits, these tests provide predictive insights into a candidate’s fit within the workplace culture and potential performance in a given role. - **Standardization**: Pre-employment tests offer a standardized approach to assessing personality traits, ensuring a fair and consistent evaluation across all candidates. - **Time and Cost Efficiency:** These tests efficiently evaluate a wide range of traits, streamlining the hiring process and allowing HR managers to make faster, more informed decisions. - **Objective Insights**: These tests provide objective insights, removing biases that may come into play during traditional assessments. ### **Start Using Personality Tests for Jobs Today** As we’ve learned in this article, pre-employment testing is a valuable tool for employers. However, it’s important to use pre-employment tests wisely. Employers should also use tests that are valid, reliable, and job-related. By using a top-class assessment platform, you can rest assured that tests are accurate, reliable, and have been validated against real-world job performance data. Our [**Elite Personality Profile**](https://employtest.com/personality-profile/) measures ten different personality traits that are important for a wide range of jobs in the workplace. Unlock candidate potential. [Download our latest research report on talent management](https://employtest.com/other-resources/)! **Blog Categories:** Hiring Tips --- ### [How to Prevent Cheating on Pre-Employment Tests](https://employtest.com/hrblog/prevent-cheating-on-pre-employment-tests/) **Published:** August 12, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### What are Strategies to Prevent Cheating During Testing? Preventing cheating on pre-employment tests involves several strategies such as setting clear expectations, analyzing evaluation patterns, using multiple test stages, randomizing question orders, utilizing customized assessments, monitoring test sessions, and relying on specialized pre-employment test providers. Despite return-to-office orders, remote work is common and companies are using online pre-employment testing as a convenient way to assess job candidates. But with this convenience comes a nagging worry for hiring managers: how can you prevent cheating, especially with AI? Fortunately, with a few steps, you can reduce cheating risks during your recruitment process. For a fast, job-relevant screen, try [computer skills test for job applicants](https://employtest.com/basic-computer-skills-test-for-applicants/ "Computer Skills Tests for Job Applicants") as part of your workflow. ### **How Applicants Are Cheating on Pre-Employment Tests** When candidates take employment tests on-site, it’s easier to control the testing environment. However, remote assessments introduce variables that can compromise exam integrity. According to [**a study by ResumeLab**](https://resumelab.com/career-advice/lying-to-get-a-job), 70% of applicants [**lie on their resumes**](https://employtest.com/hrblog/should-you-trust-a-resume/). If applicants lie on resumes, there is some probability that those individuals may also try to cheat on pre-employment tests. Some ways applicants could cheat when taking online pre-employment assessments include: **Getting Answers From AI and Google:** These tools can provide help with answers, even in just a few minutes. **Getting Answers From Others:** Candidates could work with others to share correct responses. **Having Someone Else Take the Test**: Someone else could take the test on behalf of the candidate, which could lead to misrepresentation of the candidate’s actual suitability. The good news is that, with a multifaceted approach focused on test security, accountability, and prevention, you can minimize the chance that someone may cheat on a [skills assessment test](https://employtest.com/). ### **Consequences of Cheating on Assessment Tests** ### **![How Applicants Are Cheating On Pre Employment Tests](https://employtest.com/wp-content/uploads/2024/01/How-Applicants-Are-Cheating-on-Pre-Employment-Tests-300x200.jpg "How Applicants Are Cheating On Pre Employment Tests")** **Inaccurate Skills Data:** Cheating to cover up a skills gap in critical roles can result in hiring candidates who can’t perform their basic work duties. **Lower Morale**: Employees may resent the cheating candidate who was hired, received higher pay, or took a slot from more qualified internal prospects. ## **How To Prevent Cheating On Pre-Employment Tests** Companies can take practical steps to prevent deception on digitally administered pre-employment tests. #### **Set Clear Expectations** In your test invitation emails, clarify rules against cheating, specifying that applicants must complete evaluations alone without outside help. Emphasize that you monitor for misconduct via analytics, which will promote accountability from them. #### **Analyze Evaluation Patterns** Use analytics to review how long applicants take to complete the test overall and per question, comparing against reasonable time frames. Follow up on unusual behaviors such as skipping or spending too much time on advanced-level questions. **Use Timed Tests** Many skills tests come in both timed and un-timed versions, typically with a 30-minute limit. Choosing the timed version restricts the test-taker’s opportunity to look up answers,as any unanswered questions are marked incorrect. #### **Use Multiple Test Stages** To filter out unqualified prospects, use [**behavioral assessment tests**](https://employtest.com/personality-profile/) to screen them remotely. These tests are less conducive to cheating and will help you save time and resources in the long run. After you have identified the top candidates, test for skills during your additional in-person interviews in person to confirm the initial results. #### **External Click Monitoring (available on some tests, ask for details)** Test system monitors external clicks out of the browser tab and provide that click data on the score report (number of external clicks). This may alert you to possibility of test takers clicking/searching via other tabs. **Identity Validation (available on some tests, ask for details)** Candidate photos are automatically taken during the session. After the test, you can view them anytime by clicking the ID Verification link in the dashboard. #### **Use Customized Assessments** Customized assessment tests customize question difficulty based on applicant performance and job requirements. This complicates cheating since candidates have a unique set of questions tailored to the employer’s needs. These questions are less likely to be available somewhere online. #### **Monitor Test Sessions** During test sessions, some use Zoom or Skype to monitor and share their screen with the interviewer. Visual confirmation of testing, whether in person or by video, will continue to be the “gold standard” to ensure the applicant is not cheating. #### **Rely On Specialized Providers** Choosing a reliable specialized pre-employment test provider such as EmployTest is also an effective way to prevent remote cheating. [EmployTest](https://employtest.com/) ensures that your tests are secure, fair, and accurate, which will help you make informed hiring decisions and avoid costly hiring mistakes later on. Try a free [**sample test**](https://employtest.com/pre-employment-test-sample) today! **Blog Categories:** pre-employment testing, Work from Home --- ### [What to Look for in Management Personality Test Results](https://employtest.com/hrblog/what-to-look-for-in-management-personality-test-results/) **Published:** November 20, 2019 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Determining if a candidate can lead a team is a hard thing to assess, especially when you don’t see them in action. Hiring for a management position requires that the perfect candidate has all the “hard” skills you’re looking for, like familiarity with the right technology, or a proven track record of leading successful campaigns, and presumably that’ll be displayed on their resume. However, there are things to look for in candidates [past their education and work experience](https://employtest.com/hrblog/why-a-potential-employees-soft-skills-matter), especially when they’ll be working in a leadership role. Most skills can be learned, but on your search for a good manager, you may find that you’re looking for someone who has engrained leadership capabilities. Using a manager [personality test](https://employtest.com/tests/) may assist in the holistic approach of determining a good candidate for your business, especially when you know what to look for. **Soft skills to look for in a management personality test** There are certain traits that candidates possess that will give them more potential to succeed in a management position. A [personality test for management positions](https://employtest.com/personality-profile-test/ "Personality Profile Test for Employment") can help identify which of these traits are most valuable to you when hiring. Here are potential skills to test for that you may not be able to determine from an in-person interview or resume alone. 1. Motivation: Having the skills on paper is one thing, but can they get the work done? Not only are they willing to put in the effort, but they need to be willing to always learn more. What is crucial to know today, may be entirely different a year from now. In a world that is so digitally-focused, required skills are always evolving – and it is an inherently motivated candidate that will be willing to adapt and learn them when needed. A manager personality assessment can help gauge this intrinsic motivation, essential for long-term success. 2. Effective communication: A manager needs to be clear and succinct with their expectations, and be able to convey that to a team of people. According to research done by TinyPulse about employee engagement, one of the main causes of [decreased productivity](https://www.tinypulse.com/blog/9-ted-talks-to-help-new-managers-build-leadership-skills) from employees is poor communication from management. They need to be able to get everyone on the same page consistently. Also important to note: managers need to be able to communicate effectively with a diverse group of people of various ages, ethnicities and personality types – which means being open-minded and responsive to different perspectives. A personality assessment for managers can reveal a candidate’s ability to effectively communicate with diverse teams, ensuring everyone stays on the same page. 3. Confidence: Managers are responsible for setting an example for the entire team, and no one is going to put their faith in someone who doesn’t have assurance in themselves. After a tough decision or a draining project, it’s a manager that is responsible for encouraging their team to move on. If your business is facing a setback, it’s a manager that has to keep up team morale. A personality test for management positions can assess this quality, ensuring that the candidate can lead by example. **How personality tests are used as a deciding factor** Using [pre-employment testing](https://employtest.com/pre-employment-test-sample/), or in this case, a management personality test is a part of the [comprehensive process of hiring](https://employtest.com/hrblog/5-strategies-for-finding-strong-candidates). It’s likely the test will be used with a candidate’s skills and qualifications in mind, but just to get a clearer view of their personality and management style. A hiring manager may be trying to ascertain that the candidate is a cultural fit for the workplace, and be able to successfully lead there. While the results of the [test](https://employtest.com/management-aptitude-test/) aren’t necessarily a deciding factor for hires, it can be useful to see if applicants possess the traits to do well. Depending on the type of business, and the atmosphere of the workplace, these applicable traits may vary, but examples could include: the ability to influence others, problem-solving capabilities, stress management, and interpersonal effectiveness. Test scores are generally presented in a percentile format, to evaluate where a candidate scored among others, but an in-depth interpretation of the score is also included to assist in the deciding process when using [EmployTest](https://employtest.com/). **The personality traits that make a good manager** It’s important, first and foremost, that managers have good attitudes. The energy that they put out as a leader of their team sets the pace for the day. Of course, it’s also crucial they’re able to have a good [poker face](https://www.entrepreneur.com/slideshow/299812#1), suggests Entrepreneur. A manager with a good attitude isn’t going to showcase all of their emotions all of the time, and instead will remember that they are responsible for setting the stage. Staff will respond to a manager’s body language, which is why they need to be mindful of how they display themselves. Another trait that is important for managers to possess is the ability to be flexible*.* While as a boss, it is good to know when to put one’s foot down – it may be more important to know when to work with your employees and understand their perspectives. A manager has a vital role to help employees adjust to change or get over obstacles they’re facing, and as a flexible manager, they’ll be able to see all of their employees as individuals. Having a working relationship with staff that tailors to their needs will go a long way in a productive, healthy work environment. A good manager becomes a great manager when they are able to see their own flaws and evolve from them. According to Bustle, if you’re not [self-aware](https://www.bustle.com/articles/185698-9-personality-traits-every-manager-should-have-no-matter-what-type-of-job-they-have), you miss the chance to grow. A manager who has the self-confidence to reflect on their role and behavior and is able to then pin-point areas of improvement will make a better leader. Especially if they’re able to take that to their team or fellow management staff to discuss ways that they can grow as a boss – which can lead to inspiring growth throughout the whole team. Finding someone to fill a management position can be a challenge, especially because of how it can affect your entire team. While you may scrutinize over resumes, or put a lot of effort into in-person interviews, using a management aptitude test can be an additional tool for the hiring process that aids in your decision for future leadership roles. **Blog Categories:** behavioral profile, management aptitude test, pre-employment screening --- ### [The Cost of A Bad Hire on Your Accounting Team](https://employtest.com/hrblog/cost-of-bad-hire-accounting-team/) **Published:** April 8, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **How Much Does a Bad Hire Cost?** The U.S. Department of Labor says it’s **about 40% of the person’s first-year salary**. So if you’re hiring for a $60,000 accounting role, you’re potentially losing $24,000. That’s not even counting what you lose in morale, productivity, or time. When you factor in recruiting, onboarding, and compliance risks, one bad hire isn’t just a small setback; it can derail a lot more than expected. ### **What is a Bad Hire, Anyway?** It’s someone who looked great on paper but didn’t work out in practice. Maybe they lacked the skills. Maybe they weren’t a good team fit. Or maybe they just didn’t care enough to do the job well. Let’s say you hire an accountant who crushed the interview. But a few months in, the cracks start to show. Deadlines are slipping. Errors are stacking up. The team is picking up the slack. At this point, it’s not just a bad hire. It’s a drag on the entire department. Screen numeracy and ledger know-how early with the [pre-employment math test](https://employtest.com/pre-employment-math-test/ "Pre Employment Math Test") for applicants. Bad hires show up in different ways, including: - **Poor performance:** Missed deadlines, constant mistakes, or subpar output - **Cultural mismatch:** They don’t vibe with your team or your processes - **Attitude problems:** Lack of motivation, no accountability, resistant to feedback - **Missed compliance:** Ignoring the rules and putting the company at risk - **Customer issues:** Negative interactions that impact your brand and service Not every bad hire is easy to predict, but there are ways to catch warning signs before they join your team. ## **The True Cost of A Bad Hire on Your Accounting Team![The Cost Of A Bad Hire On Your Accounting Team](https://employtest.com/wp-content/uploads/2023/01/The-Cost-of-A-Bad-Hire-on-Your-Accounting-Team-300x200.jpg "The Cost Of A Bad Hire On Your Accounting Team")** [Business News Daily ](https://www.businessnewsdaily.com/9066-cost-of-bad-hire.html)puts the average cost of a bad hire around $17,000. But the real damage often goes beyond money. #### **Productivity Takes a Hit** Accounting isn’t the kind of job you can fake. You need someone who’s organized, careful, and fast. One wrong entry can cause a chain reaction, wasting hours of team time, or worse, going unnoticed until it becomes a bigger issue. If someone’s slowing things down or creating rework for others, productivity tanks. That’s time you’ll never get back. #### **Team Dynamics Get Rocky** Strong teams rely on trust and rhythm. When one person is clearly underperforming or not a good fit, it wears on everyone else. Resentment builds. Communication breaks down. People start picking up extra work they didn’t sign up for. You don’t need perfect chemistry every time, but you *can* use[ behavioral assessments](https://employtest.com/hrblog/hiring-essentials-behavioral-assessment) to find people who’ll mesh better with your existing team. #### **Clients Start to Notice** Inconsistent work shows up fast, especially if the hire is customer-facing. One tone-deaf email or missed deadline, and suddenly you’re fielding complaints or dealing with negative reviews. Even if it’s behind-the-scenes, sloppiness in accounting can shake a client’s trust. #### **Compliance Becomes a Risk** There’s no way around it: If your company’s record-keeping doesn’t comply with all [**federal**](https://www.irs.gov/businesses/small-businesses-self-employed/employment-taxes), state, and local authorities, you could be in big trouble. And your [**accounting department**](https://www.bls.gov/ooh/business-and-financial/accountants-and-auditors.htm) plays a major role in this process. That’s why putting the right person in the right role is more than good business. It’s basic protection. ## **How to Avoid a Bad Hire on Your Accounting Team** Hiring smart isn’t about luck. It’s about being intentional. Here’s how to improve your odds. #### **1. Conduct Thorough Background Checks** While impressive resumes and glowing references are certainly important, they don’t always tell the full story. That’s why it’s crucial to conduct thorough [background checks](https://employtest.nationalcrimesearch.com/) on all potential hires. Verify their employment history, educational credentials, and any professional certifications or licenses they claim to hold. A little extra due diligence can go a long way in avoiding costly hiring mistakes down the line. #### **2. Prioritize Soft Skills** While technical accounting skills are undoubtedly essential, don’t overlook the importance of soft skills like communication, time management, and [attention to detail](https://employtest.com/attention-to-detail-test/). These skills can often make the difference between a good accountant and a great one. During the interview process, ask situational questions that allow candidates to demonstrate their soft skills in action. For example, you might ask them to describe a time when they had to meet a tight deadline or communicate complex financial information to a non-technical audience. #### **3. Use Pre-Employment Assessments** Implementing pre-employment testing, such as cognitive abilities testing, into your hiring process is one step toward avoiding the probability of such hiring mistakes. [**Cognitive and reasoning tests**](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) and basic [**accounting knowledge**](https://employtest.com/pre-employment-accounting-test) skills assessments can be useful for prospective accounting hires. An applicant can have the perfect resume listing every skill you’re searching for, but you need to know that they can execute those skills, or learn them efficiently. The use of automated, technology-driven processes grows each year, but 57% of accountants found technology literacy to be the most critical skill for accounting staff, [**according to Sage**](https://www.sage.com/en-gb/news/press-releases/2019/05/sage-research-reveals-accountants-beliefs-of-cultural-shift-in-accountancy-profession/). You need someone with basic tech skills, at a minimum, to manage your workflows. While that’s simply one example, if the skills and reasoning abilities aren’t there, pre-testing candidates will save time and will weed out people from your pipeline more quickly. ### **Saving The Day One Hire At A Time** According to the Department of Labor, the cost of a bad hiring decision is typically around [**30% of that individual’s expected first-year salary**](https://www.business.com/articles/cost-of-a-bad-hire/). That’s huge! Instead of rolling the dice, [pre-employment skills testing](https://employtest.com/) makes hiring more data-driven and less opinion-based. Testing for [cognitive abilities,](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) [behavioral traits](https://employtest.com/personality-profile/), [accounting knowledge](https://employtest.com/pre-employment-accounting-test/), and overall critical thinking skills will give you more information about each candidate, which will help you make more informed, data-driven hiring decisions. Remember, a bad hire isn’t just a headache; it’s a potential financial and cultural drain on your organization. Don’t leave your accounting team’s success to chance. Invest in the right hiring tool, such as [pre-employment tests](https://employtest.com/pre-employment-test-sample/), and watch your business thrive. **Blog Categories:** accounting skills test, employment test, Hiring Tips --- ### [The Future of Hiring: Pre-Employment Testing Trends for 2024](https://employtest.com/hrblog/pre-employment-testing-trends/) **Published:** April 15, 2024 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes The [battle for top talent](https://www.forbes.com/sites/forbesbusinesscouncil/2022/07/08/the-war-for-talent-in-the-new-normal/?sh=58f74d96689e) has never been more intense, and organizations are leaving no stone unturned in their quest to attract and retain the best candidates. With [skill gaps](https://employtest.com/hrblog/skills-gap-analysis/) increasing and applicant pools shrinking, it’s more important than ever to make the right hiring decisions. Many employers are turning to pre-employment testing to help them make more informed hiring decisions. Let’s take a closer look at what pre-employment testing data can reveal. ### **What the Pre-Employment Testing Data Reveals** The latest recruiting industry report from EmployTest, a leading provider of pre-employment testing solutions, reveals eye-opening statistics about the growing adoption and impact of a [pre-employment assessments test](https://employtest.com/). Their research uncovered that 84% of small to mid-sized organizations plan to leverage some form of testing during the mid-to-late hiring stages. The results carry serious weight. For over 60% of companies, test scores account for one-third to two-thirds of the final hiring decision. Why are so many businesses putting their trust in pre-employment tests? According to [survey responses and product reviews](https://employtest.com/reviews/) – they provide an objective, scientific way to validate skills and aptitudes that resumes and interviews alone cannot. For a fast, job-relevant screen, try [fast candidate screening tools](https://employtest.com/fast-candidate-screening-tools/ "Fast Candidate Screening Tools") as part of your workflow. With quality assessments tailored to specific roles, companies can cut through fluff and identify candidates who have what it takes to successfully perform on the job. ## **Major Hiring Trends in 2024![Pre Employment Testing Trends](https://employtest.com/wp-content/uploads/2024/04/Pre-employment-testing-trends-300x200.jpg "Pre Employment Testing Trends")** Looking ahead to 2024, two major trends are poised to shake up recruiting practices even further: #### **Tailored Pre-Employment Tests** In the face of intensifying competition for top talent, organizations will increasingly seek out [pre-employment tests that cater to specific job competencies.](https://employtest.com/custom-pre-employment-tests/) By tailoring assessments to the unique requirements of each role, recruiters can gain a deeper understanding of a candidate’s suitability, leading to more informed and data-backed [hiring decisions](https://employtest.com/videos/make-smarter-hiring-decisions/). #### **AI-Powered Recruiting** The integration of [Artificial Intelligence](https://employtest.com/hrblog/jobs-ai-will-replace-and-create/) (AI) into the recruiting process is set to experience significant growth in 2024. As more companies recognize the potential of AI to enhance sourcing, screening, and shortlisting qualified candidates, they will leverage this technology to streamline their hiring efforts and gain a competitive edge in the face of applicant scarcity. While the adoption of AI in recruiting is still in its early stages, the report suggests that as more success stories emerge and tangible benefits are realized, skepticism will diminish, paving the way for widespread adoption. The future of modern talent acquisition strategies lies in pre-employment testing combined with innovative technologies like AI. Companies resisting this data-driven shift are at a major disadvantage in attracting and hiring the best candidates. ### **Why You Need the 2024 Pre-Employment Testing Trends Report** Whether you’re already utilizing pre-employment testing or have been on the fence about implementing it, the insights packed into the [**Recruiting Industry News: What to Expect From Pre-Employment Testing in 2024**](https://employtest.com/wp-content/uploads/2024/04/EmployTest-Industry-Report-2024-UPDATED.pdf?utm_campaign=Nurture-Downloadable-Assets&utm_medium=downloadable-file&utm_source=Website&utm_content=2024-Industry-Report) report are a must-read. From benchmarking usage metrics to [real-world impacts on hiring performance](https://employtest.com/roi-calculator-tool/), it’s a wealth of knowledge for elevating your talent acquisition game. Get the inside scoop on pre-employment testing trends today by downloading the full [**Recruiting Industry News: What to Expect From Pre-Employment Testing in 2024**](https://employtest.com/wp-content/uploads/2024/04/EmployTest-Industry-Report-2024-UPDATED.pdf?utm_campaign=Nurture-Downloadable-Assets&utm_medium=downloadable-file&utm_source=Website&utm_content=2024-Industry-Report) report. With data-driven hiring practices becoming the norm, can you afford to be left behind? **Blog Categories:** pre-employment testing --- ### [Candidate Hiring Stigma: Should Length of Unemployment Affect Hiring?](https://employtest.com/hrblog/does-a-candidates-length-of-unemployment-matter/) **Published:** July 10, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### **Why is it Considered a Stigma to be Unemployed?** Unemployment is often considered a stigma due to societal perceptions and biases. Many people associate the length of unemployment with a lack of skills, outdated knowledge, or personal shortcomings. This stigma can lead to unconscious bias in hiring processes, where employers may favor candidates with shorter employment gaps. Did you know that in 2023, the average time people were unemployed in the US was [21 weeks](https://www.bls.gov/charts/employment-situation/duration-of-unemployment.htm)? That’s nearly 5 months of job searching, resume updating, and interview prep. But for many job seekers, this unemployment period can become an unexpected hurdle in their career. Why? Because of the “unemployment stigma.” ### **What is the Unemployment Stigma?** The unemployment stigma refers to the negative perceptions and biases that employers and society often hold against people who have been out of work for a long time. [Recent studies](https://labourmarketresearch.springeropen.com/articles/10.1186/s12651-019-0261-4) have uncovered a troubling trend: the longer a person remains unemployed, the harder it becomes to secure a new job. This stigma of unemployment persists even as job opportunities increase, creating a challenging cycle for those out of work for extended periods. ![Unemployment bias Length Of Unemployment In Hiring](https://employtest.com/wp-content/uploads/2013/08/Unemployment-bias-length-of-unemployment-in-hiring.jpg "Unemployment Bias Length Of Unemployment In Hiring") ### **What the Data Reveals on the Length of Unemployment and Hiring** A recent article by the [Washington Post](https://www.washingtonpost.com/business/2024/01/18/unemployment-stigma-older-workers/) confirms how recruiters often prefer employed candidates over actively job-seeking unemployed ones. Professor Ofer Sharone interviewed 139 people who had been unemployed for a long time, and he uncovered some eye-opening insights. Sharone found that as job seekers remain unemployed for longer periods, the “unemployment stigma” starts to take a toll. This stigma can damage their mental health, self-confidence, and even their relationships. And as their confidence and well-being suffer, it becomes even harder for them to find a new job. Sharone also spoke with recruiters, who confirmed that all else being equal, they often prefer to hire “passive” candidates who are currently employed over those who are actively looking for work. The longer someone remains unemployed, the more employers may see them as “unemployable.” For a fast, job-relevant screen, try [personality profile test for employment](https://employtest.com/personality-profile-test/ "Personality Profile Test for Employment") as part of your workflow. ## **Unemployment Stigma: Why Does Length of Unemployment Matter?** Why do employers seem to favor candidates with shorter unemployment periods? Several factors contribute to this bias: - **Skill Concerns:** Some companies worry that if you’ve been out of work for a long time, your skills may be outdated. - **Perceived Talent**: According to [Time](https://time.com/6588569/undoing-unemployment-stigma-essay/), there’s a misconception that if someone is highly skilled, they would have been hired already. - [**Unconscious Bias**:](https://employtest.com/hrblog/reducing-recruitment-bias/?utm_campaign=WP-Blog-Promotions&utm_medium=LinkedIn&utm_source=Social-Media&utm_term=recruitment-bias) Hiring managers may unknowingly favor recently employed candidates. ### **The Hidden Strength of Long-Term Unemployed Candidates** While the unemployment stigma persists, it’s crucial to recognize the unique qualities that long-term unemployed individuals bring to the table. As noted in a [Harvard Business School](https://www.hbs.edu/managing-the-future-of-work/Documents/research/hiddenworkers09032021.pdf) article, these candidates often demonstrate exceptional qualities such as: **Resilience and Adaptability**: Facing repeated rejections and continuing the job search requires significant mental fortitude and the ability to adapt. **Diverse skill sets**: Many long-term unemployed people use the time to develop new skills, volunteer, or do freelance work, broadening their expertise. **High motivation**: After an extended period of unemployment, these candidates are often highly motivated to prove themselves and make meaningful contributions. **Problem-solving skills**: Navigating long-term unemployment often requires innovative thinking and resourcefulness, valuable traits in any work environment. **Fresh perspectives:** The unique experiences gained during unemployment can bring new insights and approaches to your organization. ![Unemployment Stigma](https://employtest.com/wp-content/uploads/2013/08/unemployment-stigma.jpg "Unemployment Stigma") ## **Tips on Hiring Long-Term Unemployed Candidates** To overcome the bias against long-term unemployed candidates, here are some things employers can do: #### **Focus on Skills** [Pre-employment assessments](https://employtest.com/tests/) offer an unbiased way to gauge a candidate’s abilities, focusing on skills and potential rather than employment gaps. These assessments can evaluate [technical skills,](https://employtest.com/computer-skills-tests-for-applicants-employees/) [problem-solving abilities, ](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/)and [cultural fit](https://employtest.com/personality-profile/), providing a more objective view of a candidate’s suitability for the role. Why not shift your focus to what a candidate can achieve, not just where they’ve been for the past few months? #### **Implement Blind Resume Reviews** Remove identifying information such as names, dates, and addresses from resumes during initial screenings. Blind resume reviews can level the playing field for long-term unemployed candidates, which makes sure their applications are judged on merit alone. #### **Consider Transferable Skills** Look beyond direct job experience and consider how skills from different industries or life experiences might apply to the role. Long-term unemployed candidates often develop valuable skills through volunteering, freelancing, or personal projects. ### **Wrapping It Up** The length of unemployment doesn’t define a candidate’s worth. Their potential could be your team’s greatest asset. Remember, the perfect addition to your team might be someone who’s weathered the storm of long-term unemployment and is now ready to make significant contributions. If you’re ready to fight the unemployment stigma, start by shifting your focus. One proven way to do that is to use [pre-employment tests](https://employtest.com/tests/) to add verified skills and abilities to the hiring process. Experience the future of recruitment – [book a consultation with our expert team](https://calendly.com/employtest-sales/test-talk)! **Blog Categories:** Hiring Tips --- ### [Top 5 Recruiting Strategies for Hard-to-Fill Positions](https://employtest.com/hrblog/top-recruiting-strategies-for-hard-to-fill-positions/) **Published:** October 16, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Picture this: your head of customer service quits to take a new job. It’s a key position, and replacing them could take weeks, maybe even months. Sounds stressful, right? Sadly, this kind of thing happens a lot. If you can’t find people for hard-to-fill positions, you’re not alone. Many companies have a hard time [finding talents for special jobs](https://employtest.com/hrblog/recruitment-challenges-and-solutions/). This is because there aren’t many people applying, and other companies don’t want the same workers. Some jobs also need skills that are hard to learn. For a fast, job-relevant screen, try [emotional intelligence profile test for job applicants](http://Emotional%20Intelligence%20Profile%20Test%20for%20Job%20Applicants "Emotional Intelligence Profile Test for Job Applicants") as part of your workflow. But don’t worry. We’ll share some recruiting ideas for hard-to-fill positions so you can find the perfect people for your team. ## **What Are Hard-to-Fill Positions?** Hard-to-fill positions are jobs that require specialized skills or experience. These roles may involve industrial expertise, lower pay, or the need to work in challenging environments. If you can’t find the right person, it will take a long time to hire someone. It can also make it hard to finish projects or keep your company going. ![hiring candidate](https://employtest.com/wp-content/uploads/2024/10/shutterstock_1191901783.jpg) ### **Industries with Hard-to-Fill Roles** The industries below have a harder time finding workers: - **Finance** – Financial advisors need specialized training and certifications. - **Skilled trades** – Carpenters and electricians face higher risks in their jobs. - **Science and mathematics** – These roles need advanced degrees and specific skills. - **Leadership** – Managing teams and creating strategies requires strong leadership abilities. - **Sales** – Salespeople must have good social skills and a strong drive to succeed. ### **Factors Behind Hard-to-Fill Roles** Some jobs are harder to fill than others for a few reasons: - **Skills gap** – Some fields lack enough qualified people. - **Competitive industries** – It’s harder to hire when many companies are looking for the same talent. - **New fields** – Emerging sectors require skills that are still being developed. - **Location** – Fewer candidates apply if the job is in a hard-to-reach or less attractive location. - **Pay and benefits** – Low wages are a common reason candidates [reject job offers](https://blog.kickresume.com/infographics/top-reasons-for-declining-a-job-offer/). - **Company culture** – Many people want to work for organizations that [match their values](https://www.cnbc.com/2023/04/20/majority-of-gen-z-would-quit-their-jobs-over-company-values-linkedin.html). ### **Impact of Vacant Positions** When you have a lot of vacant roles, everything slows down. Projects take longer, and other workers have to do more. In effect, you’ll have lower-quality products and services. For example, if you don’t have enough support reps, customers might have to wait longer to get help. Plus, a vacant job can cost you [a third of the salary](https://www.randstadusa.com/business/business-insights/flexible-staffing/6-ways-a-vacant-position-may-cost-you/) of a lost employee each year. When you finally decide to fill the role, the hiring process will take longer. It’ll cost you and your team even more time and money. That’s why it’s good to have a strong hiring strategy which helps you [find people with the right skills](https://employtest.com/hrblog/how-to-build-a-winning-recruitment-team/) more quickly. ![employee handshaking while smiling](https://employtest.com/wp-content/uploads/2024/10/shutterstock_688690273.jpg) ## **5 Recruiting Strategies for Hard-to-Fill Positions** Finding people for unique jobs can be tough. But don’t worry; we have some recruitment ideas to help you hire great candidates. ### **1. Use employee referrals** It’s obvious, but first ask your employees to refer their friends for special jobs. They know people who might be good for your company and that you might not find anywhere else. It can also help you save money and time. For example, if you need more people to work in your warehouse, you can ask your staff to tell their friends about the job. Your employees’ recommendations can make everything easier and you can provide a nice bonus when the person is on board for 60 days ### **2. Utilize niche job boards** Skip the big job boards. [Niche job boards](https://www.realityhr.co.uk/why-niche-job-boards-are-important-for-recruiters/) are your best bet for hard-to-fill jobs. These sites focus on specific jobs and industries so you can easily find the right person. For example, you might find a more competent accountant if you post on a finance job board. Niche boards can also help you attract people who aren’t job hunting but might want a great opportunity. ### **3. Build a strong employer brand** Hiring is a two-way process. While you choose candidates for their skills, it’s equally crucial to build a strong employer brand. A [2022 study](https://www.glassdoor.com/assets/pdf/Glassdoor%20Exclusive%20Employer%20Branding%20Report%20-%202022.pdf) found that 69% of workers prefer companies they are proud to be part of, and 70% want leaders who support the company’s values and culture. The key to creating a strong employer brand is defining your mission, values, and culture. You can also use real employee stories to build credibility. Plus, offering growth opportunities can help you attract unique workers. ### **4. Proactively source talent** It’s not enough to wait for resumes to come in. Going to events and meeting people are great ways to fill vacant jobs. You can also use LinkedIn’s advanced search features and targeted messaging to recruit talent. Staying in touch with these candidates can make you the first company they think of when they want a new job. ### **5. Implement pre-employment tests and assessments** Resumes can be tricky. Someone might look great on paper, but can they really do the job? [Skills assessment tests](https://www.employtest.com/) can help! They can show you a person’s skills and personality. It’s like giving them a mini-challenge to see if they’re a good fit. Let’s say you’re hiring a customer service rep. Tests on [computer literacy](https://employtest.com/hrblog/basic-computer-skills-assessment-why-what-and-how-to-test/) and emotional intelligence can show how well they handle customers. These checks can tell you much more than a resume ever could and can fast track the best candidates to the top of the list. ![human resources and talent management](https://employtest.com/wp-content/uploads/2024/10/shutterstock_1017309067.jpg) ## **Solve the Talent Puzzle** Finding hard-to-fill roles doesn’t have to be hard. Employee referrals, niche job boards, and [pre-employment tests](https://employtest.com/hrblog/skills-assessment-test-for-pre-employment-advantages-types-examples/) can make hiring easier. The sooner you refine your recruitment strategies, the quicker you can expand your team and reach success. Looking for a more personalized solution? EmployTest can help. Our advanced testing platform can improve your hiring process and help you find the best people for even the toughest jobs. [Book a demo with our team](https://calendly.com/employtest-sales/test-talk) and learn how it works. --- ### [Why Emotional Intelligence Is Important For Accounting Firms](https://employtest.com/hrblog/why-emotional-intelligence-is-important/) **Published:** March 26, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **Why Is Emotional Intelligence Important For Accountants?** Emotional intelligence allows accountants to build better client relationships, collaborate effectively, manage stress, and uphold ethical standards. It enhances communication, conflict resolution, job satisfaction, and decision-making critical for exceptional service and workplace culture in accounting firms. Accounting is often stereotyped as a dry, numbers-driven profession where emotional intelligence (EQ) plays a minimal role. However, this couldn’t be further from the truth. If your accountants don’t have high emotional intelligence**,** or EQ, then it will be hard for them to connect with customers, prospects, managers, and teams. For a fast, job-relevant screen, try [emotional intelligence assessment](https://employtest.com/emotional-intelligence-profile-test-for-applicants/ "Emotional Intelligence Profile Test for Job Applicants") as part of your workflow. Why is emotional intelligence important in accounting? Teamwork and partnerships are about more than cooperating. They’re about understanding how to work in a healthy, professional, and effective way. That’s why emotional intelligence tests are essential for evaluating emotional accounting. Let’s explore why emotional intelligence is important for accounting firms and how you can ensure the people you hire possess these skills. ## **What Is Emotional Intelligence?** Simply put, [**emotional intelligence**](https://employtest.com/hrblog/why-would-you-test-remote-workers-on-emotional-intelligence) (EQ) is the ability to understand and manage your own emotions and successfully navigate the emotions of others. This skill includes self-awareness, social awareness, relationship management, and self-management. Let’s look at these in more detail below: #### **Self-Awareness** Self-awareness allows accountants to recognize their own emotional triggers and responses in various situations. During client meetings, self-aware accountants can pick up on their own reactions and adjust their approach accordingly. When collaborating with colleagues, they can identify their strengths and weaknesses, contributing more effectively to team efforts. Self-awareness also helps accountants manage their stress levels during busy periods like quarter-end close or audit preparations. #### **Self-Regulation** The ability to self-regulate emotions is crucial for accountants when dealing with demanding clients, tight deadlines, or complex financial matters. By maintaining composure, they can think rationally and provide sound advice, even when clients or team members are frustrated or when facing high-pressure situations. You need to have an accurate picture of how hard-working, reliable, [**organized**](https://employtest.com/hrblog/how-to-implement-attention-to-detail), and forward-thinking applicants are in high-pressure situations to ensure business success. In accounting roles, these skills keep your business running smoothly and effectively. #### **Motivation** Accounting often involves tedious tasks, such as reconciliations, data entry, or detailed analysis. Emotionally intelligent accountants can harness their motivation to power through these monotonous activities with a positive attitude and commitment to quality. During long hours or intense periods like tax season, their motivation keeps them driven and focused on delivering exceptional work. This motivation is also vital for continuously developing their skills and staying updated with industry changes like AI and Automation. #### **Social Skills** We’ve all been around people who don’t know how to “read the room.” When someone lacks social awareness, they aren’t tuned into the needs of others and are typically not very empathetic. Hiring employees who can’t seem to care about others is a big problem, and that is why pre-employment emotional intelligence testing, or EQ test, can be helpful when hiring new team members. Now, let’s learn why emotional intelligence is important for accounting firms. ## **Why Emotional Intelligence Is Important For Accounting Firms![Why Emotional Intelligence Is Important For Accounting firms](https://employtest.com/wp-content/uploads/2024/04/Why-Emotional-Intelligence-Is-Important-For-Accounting-300x189.jpg)** While technical expertise is undoubtedly crucial in accounting, emotional intelligence plays a pivotal role in determining the overall success and well-being of your firm. Here are some of the key reasons why emotional intelligence is important to cultivate within your accounting firm: #### **Improved Client Relationships** Empathy and strong communication skills are essential for building trust and rapport with clients. Accountants with high EQ can better understand their clients’ needs, concerns, and emotional states, allowing them to provide personalized and effective service. #### **Improved Team Collaboration** Accounting firms thrive on teamwork and collaboration. Individuals with high EQ test results are better equipped to navigate interpersonal dynamics, resolve conflicts constructively, and foster a positive and productive work environment. #### **Stronger Leadership** Strong emotional intelligence is a hallmark of effective leadership. In fact, [**90% of top performers**](https://www.forbes.com/sites/travisbradberry/2014/01/09/emotional-intelligence/?sh=2c2b9dae1ac0) have high emotional intelligence assessment results. Accounting firm leaders with high EQ can inspire and motivate their teams, make sound decisions under pressure, and cultivate a culture of trust and accountability. #### **Professional Growth** Emotional intelligence assessment is a key driver of personal and professional growth. Accountants with high EQ are more self-aware, open to feedback, and better equipped to adapt to change and embrace new challenges. #### **Employee Retention** Employees with high emotional intelligence appraisal test results are [**four times less likely**](https://www.niagarainstitute.com/blog/emotional-intelligence-statistics) to leave their jobs. This saves you from going back to the drawing board and going through the hiring process all over again, a costly mistake that can throw a wrench in how your business operates. You want to trust that your team is working positively together towards their goals. ## **How Can You Test for Emotional Intelligence When Hiring for Your Accounting Firm?** Numbers are important, and so are emotional accounting skills. When you have both accurate data and an accounting team that is kind, detailed, reliable, and can read the room, you’ve got something special. Understanding why emotional intelligence is important is one thing, but how can you get there, and how do you know how to weed out those who aren’t going to be a good fit for your accounting firm? [**Pre-employment testing**](https://employtest.com/tests/) is a step in the right direction. Pre-employment emotional intelligence testing can help you evaluate whether candidates can relate to others. These tests can evaluate anything from EQ to behavioral traits to industry-specific knowledge and everything in between. While it may sound simple, an emotional intelligence appraisal test could save your business from hiring someone who simply doesn’t have high relationship management skills. This ultimately saves you time, money, and dissatisfaction within your existing team and business. Knowing your candidates have not only technical skills but also the social know-how for great teamwork gives you peace of mind. Especially with a remote workforce, it’s important to have a standard for evaluating behavioral traits in addition to job-specific skills. Most reputable pre-employment testing companies offer resources to evaluate how this next-level hiring tool can impact their organization. Try **a** [**free sample test,**](https://employtest.com/pre-employment-test-sample/) **explore** [**case studies**](https://employtest.com/case-studies/)**, or get buy-in from upper management by using an** [**ROI calculator**](https://employtest.com/helpful-tools/roi-calculator/) **to see how much your company could save by adding pre-employment testing to your recruiting process.** **Blog Categories:** emotional intelligence test, Employment Tips, pre-employment test --- ### [Hiring Experienced vs Inexperienced Employees](https://employtest.com/hrblog/experienced-vs-inexperienced-employees/) **Published:** October 23, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### Is it better to hire someone with or without experience? Hiring decisions should always balance experienced professionals with fresh talent. Using pre-employment tests to make informed choices that align with organizational needs and long-term goals helps this process. When it comes to hiring, experience often seems like the golden ticket. But is it always the best choice? Should you hire an experienced candidate or take a chance on someone new? The answer can significantly impact your company’s growth, productivity, and overall success. But how do you make the right decision? How can you ensure you’re selecting the best candidates, regardless of their experience level? ## **Experienced Employees: The Proven Track Record** Assess your team’s current makeup: Do you need to balance out experience levels? **Experienced Employees** have spent significant time in the industry. They usually have 3+ years of experience and a proven track record in similar roles. Experienced hires bring a wealth of knowledge and skills to the table. They’ve been there, done that, and have the battle scars to prove it. What are the advantages of hiring seasoned professionals? #### **Pros of Hiring Experienced Employees:** 1. **Hit the Ground Running**: Experienced hires can start contributing immediately, requiring less training. 2. **Industry Insights**: They bring valuable knowledge about industry trends and best practices. 3. **Established Networks**: Hiring experienced employees usually comes with professional connections that can benefit your company. 4. **Effective Mentors**: Experienced hires can train less experienced team members. #### **Disadvantages of Hiring Experienced Employees** However, it’s not all smooth sailing. A[ study by HBR](https://hbr.org/2019/09/experience-doesnt-predict-a-new-hires-success) shows that experience doesn’t always predict a new hire’s success. In fact, experienced hires also come with their own set of challenges: 1. **Higher Salary Expectations**: Experience often comes with a hefty price tag. Are you prepared to meet their financial demands? 2. **Potential Inflexibility**: Some experienced employees may be set in their ways. They may resist new methods or the company culture. 3. **Risk of Overqualification**: They might become bored or unchallenged, leading to lower job satisfaction and higher turnover. Ever heard of [the Peter Principle](https://corporatefinanceinstitute.com/resources/management/peter-principle)? The higher up the hierarchy ladder an employee climbs, the more likely he is to fail in his new position. ## **Hiring Inexperienced Employees: The Blank Canvas** Inexperienced employees can offer a fresh perspective and boundless potential. They are newcomers to the field, often recent graduates or career changers, with less than 2 years of relevant experience. Are these unproven candidates worth the investment? #### **Benefits of Hiring Inexperienced Employees** 1. **Moldable Mindset**: They’re often more adaptable and eager to learn the company’s specific methods. 2. **Fresh Perspectives**: Hiring inexperienced employees can bring innovative ideas and challenge the status quo. 3. **Long-term Potential**: By investing in their growth, you may cultivate loyal, long-term employees. 4. **Cost-Effective**: Generally, inexperienced hires have lower salary expectations. #### **Challenges of Hiring Inexperienced Employees** 1. **Longer Training Period**: When you’re hiring inexperienced employees, you’ll need to invest more time and resources in their development. 2. **Higher Risk of Mistakes**: Expect that their lack of experience may lead to more errors initially. 3. **Supervision Required**: They often need more guidance and oversight. Inexperienced employees can also take longer to become fully productive from day one. Pro tip: When deciding on experienced vs inexperienced employees, think about your current team. Do you have a team of mostly inexperienced employees who could benefit from the guidance of a seasoned professional? Or do you have a team of experienced employees who could benefit from the fresh perspective and innovative ideas of a new hire? ![Hiring manager deciding between experienced vs Inexperienced employees ](https://employtest.com/wp-content/uploads/2024/10/image.jpeg)## Experienced vs Inexperienced Employees: How Pre-Employment Tests Level the Playing Field So, how do you decide between experienced vs inexperienced employees? This is where the power of pre-employment testing comes into play. [Pre-employment tests](https://employtest.com/tests/) are standardized assessments designed to evaluate a candidate’s skills, personality traits, and potential job performance. But why are they crucial when comparing experienced and inexperienced candidates? #### **Leveling the Playing Field** Skills tests provide objective data that goes beyond what’s on a resume. With the right tests, you can compare candidates based on their actual abilities rather than just their work history. This is especially important in today’s job market, where experience and educational degrees are not the only reliable indicators of job performance. For a fast, job-relevant screen, try [emotional intelligence profile test for job applicants](https://employtest.com/emotional-intelligence-profile-test-for-applicants/ "Emotional Intelligence Profile Test for Job Applicants") as part of your workflow. #### **Uncovering Hidden Potential** For inexperienced candidates, tests can reveal aptitudes and skills that might not be apparent from their limited work history. For example, do they have the [basic computer skills](https://employtest.com/hrblog/top-6-basic-computer-skills-employees-need/) to perform online tasks? How are their attention to detail skills? A computer literacy test for employment or an attention-to-detail test can uncover those hard-skill gems. #### **Verifying Claimed Expertise** For experienced candidates, tests can verify their claimed skills on resumes. For example, a [clerical skills](https://employtest.com/hrblog/must-have-clerical-skills/) test is invaluable when evaluating admin staff skills. #### **Predicting Cultural Fit** [Personality assessments](https://employtest.com/hrblog/behavioral-assessment-101/) and workplace behavioral tests can help you determine whether a candidate will fit with your company culture and have the traits needed for specific jobs. #### **Identifying Learning Agility** Cognitive and reasoning tests can measure a candidate’s ability to learn and adapt quickly. This is a crucial trait for both experienced and inexperienced hires. A[ study by Aberdeen Group](https://www.aberdeen.com/blogposts/the-pros-and-cons-of-pre-employment-screenings/) shows that companies using pre-employment tests are 36% more likely to be satisfied with their new hires. This statistic underscores the value of incorporating testing into your hiring process. ### **Making the Hiring Decision: A Step-by-Step Guide** Ready to make a more informed hiring decision? Follow these steps: 1. **Define the role clearly**: What specific skills and qualities are absolutely necessary? 2. **Assess your team’s current makeup**: Do you need to balance out experience levels? 3. **Consider your company’s growth stage**: Do you need immediate expertise or long-term potential? 4. **Evaluate your training resources**: Can you support an inexperienced hire’s development? 5. **Implement pre-employment testing**: Use objective data to complement resumes and interviews. 6. **Conduct thorough interviews**: Ask behavioral questions to gauge how candidates apply their skills and knowledge. 7. **Check references**: Conduct a[ reference check](https://employtest.com/hrblog/reference-check-questions/). Verify claims and gather insights from past employers or educators. ### **Experienced vs Inexperienced Employees: The Winner** The choice between experienced vs inexperienced employees isn’t an either/or decision, as most companies maintain a healthy mix of both. Consider this approach: - Hire experienced employees for leadership and specialized roles where immediate expertise is crucial. - Consider hiring inexperienced employees for entry-level positions and where fresh perspectives are valuable. - Use pre-employment tests to identify high-potential candidates in both categories. - Implement programs where experienced employees can guide and train inexperienced team members. The ultimate goal? Creating a dynamic workforce that combines experience’s wisdom with fresh talent’s energy. In the debate between hiring experienced vs inexperienced employees, the real winner is the company that makes informed decisions based on reliable data. Are you ready to take your hiring process to the next level? Start hiring smarter. [Book a consultation with our expert team today!](https://calendly.com/employtest-sales/test-talk) ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. --- ### [Cognitive Ability Test For Employment: HR Ultimate Guide](https://employtest.com/hrblog/cognitive-ability-test-for-employment/) **Published:** May 9, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### **What is a Cognitive Ability Test for Employment?** A cognitive ability test for employment measures a candidate’s problem-solving abilities, critical thinking skills, and capacity to learn and adapt. It can be a logical, verbal, or numerical problem-solving test. These tests are designed to be objective and unbiased, measuring an individual’s innate cognitive abilities rather than their acquired knowledge or skills. [See Pricing](https://employtest.com/employtest-pricing/ "See Pricing") [Explore The Cognitive Ability Test](https://employtest.com/cognitive-ability-test-for-applicants/ "Explore The Cognitive Ability Test") [Gone are the days](https://www.forbes.com/sites/forbescoachescouncil/2018/10/22/the-lost-art-of-traditional-recruiting/?sh=6fcc26d021ad) when resumes and traditional interviews alone could provide a comprehensive picture of a candidate’s true capabilities. Employers need more objective and data-driven tools to identify top talent that can drive business growth. Employers need to hire individuals with strong cognitive abilities who can contribute to the company’s success. For a fast, job-relevant screen, try [cognitive ability test](https://employtest.com/cognitive-ability-test-for-applicants/ "cognitive ability test") as part of your workflow. > ***“A cognitive ability test is more than a hiring tool; it’s a predictor of long-term success, helping you build teams that are agile, intelligent, and ready to tackle the challenges ahead.”*** > > [**Ken Crowell**](https://www.linkedin.com/in/crowellken) **– EmployTest** ### **Is Cognitive Ability Testing Normal for Employment?** Cognitive ability tests have become increasingly popular in the job screening process, and for good reason. In fact, [at least 80% of the Fortune 500 companies](https://harver.com/blog/cognitive-ability-assessments/) use cognitive and IQ tests in their hiring process. Cognitive tests make hiring smarter. They spot candidates who think critically and adapt quickly. Cognitive testing helps companies build stronger teams and helps new hires succeed in their roles. When there’s a good match between skills and job needs, both the business and the worker win. **What Is the HR Guide to Cognitive Ability Tests? (Video)** ## **What Gets Measured with a Cognitive Ability Test?** Cognitive aptitude is a complex, multifaceted concept that cannot be determined by a single “IQ” score. As a result, cognitive ability tests are designed to assess a wide range of cognitive skills. Cognitive assessments measure three core areas. #### **Information Processing** Data-driven roles require strong information processing skills, including data analysis and decision-making based on available data. Using a cognitive ability test can help HR pros identify candidates with numerical and verbal reasoning skills, as well as the ability to identify patterns within datasets. #### **Problem Solving and Critical Thinking** Cognitive tests gauge problem-solving abilities and critical thinking skills. This includes the capacity to logically reason through complex situations, identify potential solutions, and make sound judgments. Candidates with finely tuned cognitive skills can navigate challenging scenarios, adapt to changing circumstances, and develop innovative solutions to drive business growth. #### **Learning Agility and Adaptability** Tech advancements in recent years made it clear that upskilling, continuous learning, and adaptability to changing market conditions are crucial for almost any role. Cognitive assessments evaluate a candidate’s capacity for learning and aptitude for acquiring new skills efficiently. ## **The Benefits of Using a Cognitive Ability Test in Hiring** ## **![Cognitive Ability Test For Employment Hr Ultimate Guide](https://employtest.com/wp-content/uploads/2021/08/Cognitive-Ability-Test-For-Employment-HR-Ultimate-Guide-300x200.jpg "Cognitive Ability Test For Employment Hr Ultimate Guide")** Cognitive ability tests are invaluable tools for employers and HR teams because they provide several advantages. #### **Objective and Reliable** The results of cognitive ability tests are objective and are not influenced by personal biases or subjective factors, making them a fair and consistent way to assess candidates. #### **Predictive Validity** Cognitive ability has been proven to have a strong correlation with job performance. [Studies have found](https://www.researchgate.net/publication/233160787_Is_the_Relationship_Between_Cognitive_Ability_and_Job_Performance_Stable_Over_Time#:~:text=Schmidt%2C%20Hunter%2C%20and%20Outerbridge's%20%28,performance%20is%20stable%20over%20time.) that candidates who score higher on cognitive ability tests tend to be more successful in their jobs, as they are better able to learn new skills, solve problems, and make decisions. #### **Wide Range of Applications** Companies can use cognitive assessments for any role – from entry-level to executive. They’re also useful across different industries, making them a flexible hiring tool. #### **Cost Effective** Using a cognitive ability test is a budget-friendly way to assess candidates. This assessment doesn’t require annual contracts and allows for credit-based purchases, which means you can adjust your spending according to your hiring volume. #### **Time Efficient** [A lengthy recruitment process can harm your company](https://www.linkedin.com/pulse/how-lose-candidate-10-days-disadvantages-long-arduous-timothy-evans-7towc/). Fortunately, cognitive ability tests are a quick and easy way for employers to evaluate job applicants, especially when there are many candidates to assess. These tests can help improve the recruitment process and save time for both employers and candidates. #### **Avoiding Bad Hires** With cognitive assessment tests, you’ll dodge the wrong hires like Neo dodges bullets. No more wasted time and resources; you’ll be on your way to building a dream team. ![Man taking cognitive Ability Test For Employment in an office](https://employtest.com/wp-content/uploads/2024/05/Cognitive-Ability-Test-For-Employment.webp "Cognitive Ability Test For Employment") ### **Is a Cognitive Ability Test the Same as an IQ Test?** Cognitive ability tests and IQ tests share some similarities, but they are not the same thing. Both types of tests aim to measure an individual’s cognitive abilities, such as reasoning, problem-solving, and information-processing skills. However, there are some key differences between the two: #### **Purpose** IQ tests are designed to measure a person’s overall intellectual ability or intelligence quotient. On the other hand, cognitive ability tests are specifically designed to assess the cognitive skills and aptitudes relevant to job performance. #### **Test Content** A cognitive ability test is specifically designed to assess job-relevant cognitive skills and aptitudes. Unlike IQ tests, this test focuses on specific abilities essential for success in a particular role, such as numerical reasoning, logical thinking, or spatial awareness. These tests may provide separate scores for different cognitive domains, and the interpretation of these scores is tied to job-specific performance standards. #### **Use and Application** IQ tests are primarily used in educational or clinical settings. On the other hand, cognitive ability tests are a valuable tool for employers. They help identify candidates with the right cognitive capabilities to excel in a given position, aiding in employee selection and development. [Ready to Test Applicants?](https://employtest.com/employtest-pricing/ "Ready to Test Applicants?") ## **How to Administer an Employment Cognitive Assessment Test** Here are three golden rules to make your cognitive ability test administration a breeze. These tips not only help you find the cream of the crop but also create a candidate-friendly experience. #### **Know Which Abilities to Measure and for Which Roles** Cognitive tests evaluate various skills and abilities. First, determine which specific abilities are most relevant for the role you are hiring for. A few of the top choices suggested by other SMBs are: - [**Attention to Detail**](https://employtest.com/attention-to-detail-test/) **Suitable roles:** Data entry clerks, proofreaders, editors, quality control inspectors, administrative assistants, and roles requiring high accuracy and precision. - [**Problem-Solving and Critical Thinking**](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) **Suitable roles:** Managers, engineers, software developers, analysts, consultants, and roles that require strategic decision-making, complex problem-solving, and analytical skills. - [**Numerical Reasoning**](https://employtest.com/math-assessment-test-pre-employment/) **Suitable roles:** Accountants, financial analysts, data scientists, engineers, statisticians, and roles involving quantitative analysis, data interpretation, and mathematical reasoning. - [**Reading Comprehension**](https://employtest.com/reading-comprehension-tests/) **Suitable roles:** Researchers, writers, editors, educators, and roles that require understanding and interpreting complex written information. A trusted and highly rated employment testing partner can help you mix and match to match the job’s needs, giving you the recipe for hiring success! #### **Be Open About the Cognitive Assessment Test** Communication is the key to a successful relationship, even with your candidates. Be upfront about the cognitive test process and let them know what to expect. Transparent hiring builds trust and sets the stage for a positive recruitment experience. #### **Use Test Scores as One Data Point** Remember, the test score is like a GPS – it guides you, but you still decide the destination! Use the results as a valuable tool to make informed decisions. It’s part of the puzzle, but not the entire picture. ### What kind of questions are asked on a cognitive test? Cognitive tests in hiring assess three main abilities: numerical reasoning (interpreting data and math problems), verbal reasoning (reading comprehension and communication), and logical reasoning (pattern recognition and problem-solving). These questions help employers evaluate candidates’ critical thinking and analytical capabilities to make informed hiring decisions. Copy ### **The Final Word** Using a[ cognitive ability test](https://employtest.com/cognitive-skills-test) gives employers and HR pros an objective and effective way to validate skills when properly administered. Partnering with an industry-leading provider of [pre-employment assessment tests](https://employtest.com/computer-skills-tests-for-applicants-employees/) gives your HR team a better chance to hire employees with the cognitive ability your company needs. Don’t just hire workers; assemble a talent powerhouse driven by razor-sharp minds. Use cognitive assessments to take your company’s hiring to a whole new winning level. Separate yourselves from competitors by making smart, data-driven hires that fuel long-term success. Interested in how much your company can save by using pre-employment testing tools like a cognitive ability test? Check out this [ROI calculator tool](https://employtest.com/helpful-tools/roi-calculator/) and download our latest research report on [talent management](https://employtest.com/other-resources/)! [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** Cognitive Assessment,cognitive testing --- ### [Recruiter's Toolbox Essentials: Cognitive Assessment Test](https://employtest.com/hrblog/recruiters-cognitive-assessment-test/) **Published:** April 30, 2024 **Author:** Ken Crowell **Content:** Reading Time: 8 minutes ### **What Is A Cognitive Assessment Test?** A cognitive assessment test is a pre-employment screening tool that measures a job candidate’s core thinking skills and mental abilities. A cognitive aptitude test evaluates crucial cognitive capabilities like problem-solving, critical thinking, learning aptitude, and data analysis through multiple-choice questions. [At least 80%](https://harver.com/blog/cognitive-ability-assessments/) of the Fortune 500 companies globally use cognitive and IQ tests during the hiring process. Why? These [pre-employment assessment tests](https://employtest.com/) have proven to be useful and more revealing than the standard interviews and reference-based recruitment process. Finding the best employee for the job is critically important to the success of any project or even the entire business. With this in mind, it’s pretty apparent how a cognitive aptitude test might be the most important tool available to HR recruiting teams. For a fast, job-relevant screen, try [cognitive ability test](https://employtest.com/cognitive-ability-test-for-applicants/ "cognitive ability test") as part of your workflow. Although the chief parameters cognitive aptitude tests look to evaluate are productivity and performance ability, these are not the only things they’re used for. Increasingly, companies are turning to these evaluations in search of employees that will stay with the company long-term, adapt to new roles, and take on more responsibility. Candidates list these “productivity and performance” skills on their resumes. That’s why [tests](https://employtest.com/tests/) are needed to answer complex questions, such as “**Is the job applicant able to think abstractly?**” or “**How quickly can they learn on the job and adopt new skills?**” ### **What Does a Cognitive Assessment Test Measure?** A cognitive assessment test for employment measures the mental abilities of a potential employee, with a focus on a variety of different categories. That means that the test can be used to assess how an employee will perform, within a lot of different fields and jobs. #### The tests are designed to measure: - **Attention to detail**: It tells you how closely a candidate pays attention to details when encountering new facts, processes, or situations. - **Problem-solving abilities**: It determines how well and how quickly a candidate can diagnose and create solutions for problems presented to them. - **Critical thinking**: This portion of the test measures problem-solving ability as well as analytical thinking needed for it. - **Numerical reasoning:** This part of the test shows you how well a potential employee works with numbers and mathematical concepts. - **Reading comprehension**: How well a candidate understands a piece of writing and their ability to identify the key messages within it. - **Spatial reasoning**: This will measure how well a candidate understands and reasons about spatial relationships and how different units fit together to make an entire system. When those who apply for a junior role take the test, the goal should be to assess how quickly a candidate learns and adapts to a new role. When the cognitive assessment test is taken by those who apply for senior and leadership roles, it measures their ability to make quick decisions and act on them. ### **What Does a Cognitive Assessment Test for Employment Look Like? ![Cognitive Assessment Test](https://employtest.com/wp-content/uploads/2021/07/Recruiters-Toolbox-Essentials-Cognitive-Aptitude-Test-2-300x196.jpg "Cognitive Assessment Test")** A cognitive assessment test is usually taken in the form of a test with multiple-choice answers. [There’s a variety of different tests](https://employtest.com/tests/), and they can consist of puzzles, a reading comprehension test, math problems, or all of the above. The test can be tailored to measure a particular set of skills, but it can also measure cognitive abilities in general. For instance, cognitive aptitude tests can measure math skills for an accountant position or spatial reasoning for someone applying for a job in interior design. There’s a time limit in which the test needs to be completed, which can range from ten to 30 minutes depending on the circumstances. This fast pace is used to simulate real-life environments where decisions need to be made on the fly. The results of the [pre-employment cognitive tests](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) are a percentage or a number of correct answers. A raw score is the number of questions that a candidate has answered correctly. The percentage score shows how well a candidate has done in comparison to others. The company should focus efforts on hiring those that test within a percentage (for instance the top ten percent). ### **Are Pre-Employment Cognitive Tests the Same as IQ Tests?** That’s a difficult question to answer because the concept of an IQ test is somewhat controversial in itself. An IQ test measures overall intelligence, meaning the ability to solve problems and understand abstract concepts. In that regard, the tests are similar. The IQ test has one characteristic that’s different from a cognitive aptitude test. It measures the intelligence of a person in comparison to a median intelligence within a population. The IQ test will tell you by how many standard deviations your intelligence diverges from a median test taker. ### **Why Should Companies Use a Cognitive Assessment Test for Employment?** A company is only as good as its employees. Every business tries to find the best people for the job because it’s the people that present the most valuable resource in any industry. However, there’s no “one size fits all” solution for finding the right person and HR teams are always working on a way to perfect their search efforts. A [cognitive aptitude test](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) can play a big role in this effort because it’s effective in finding many different qualities that a good employee should have. #### **Predicts Job Performance** The main goal of an application process is to figure out how well the employee will do on the job itself. There are many indicators that can help you sort this out. The most common include education levels, [previous job experience](https://employtest.com/videos/job-experience-isnt-everything/), structured and open-ended interviews, job knowledge tests, and in the end, a cognitive aptitude test itself. Research [done by experts](https://www.linkedin.com/pulse/three-reasons-why-ability-tests-strongest-predictors-job-schwencke/) has shown that a cognitive aptitude test is the best indicator of future performance. On the other hand, it isn’t the only one and different indicators can affect each other. For example, an interview combined with the test can be the most efficient way to assess future employees. #### **A Cognitive Aptitude Test Measures Problem-Solving And Learning Abilities** A work environment is always changing. There are jobs where there are no two days alike, and it’s impossible to create a test that will cover every possible problem that a job applicant can face. However, a cognitive aptitude test measures the ability to solve problems in an abstract way without being limited by the details of a particular problem. This also means that an employer will be able to tell how quickly a person can move up within the company and expand their role and impact. It’s a useful tool when it comes to charting a career path for a new employee. #### **Identifying Hidden Potential** There’s much focus on having a good resume and diverse work experience. All of those are great, but they only tell you about past performance, not about the future an employee has in a company. For instance, having a well-balanced resume also depends on a variety of factors an employee can’t control (such as where they grew up, their socioeconomic status, and more). Many times, focusing on these aspects ends with favoring one category of applicants over the other, and hidden potential may fall through the cracks. Using a cognitive ability test for employment purposes means unlocking those hidden potentials, regardless of where the candidate comes from. ## **How Do Companies Benefit from Using a Cognitive Assessment Test?** #### Testing Saves Time and Money Finding the best employee is no small task. This is especially true for roles with complex tasks and experience requirements. A lot of the time, companies decide to hire a few candidates as interns for a probationary period. With that method, the potential employees can show their skills in a real-life environment. It’s a useful way to test potential employees, but it’s also a costly and time-consuming approach to the problem. Using cognitive aptitude tests is a way to accomplish the same thing without the additional expense and time wasted. #### It Improves Retention Losing an employee is a [costly problem for a company](https://www.forbes.com/sites/johnhall/2019/05/09/the-cost-of-turnover-can-kill-your-business-and-make-things-less-fun/?sh=7eaa15f87943). There are costs related to compensating the departed employee themselves and additional costs for finding and training a new one. That’s why it’s important to try and hire employees that will stay with you for a long time. A cognitive assessment test for employment is a good way to hire for the future and to make sure that a company improves retention and thus cuts costs related to it. A candidate that does well on a test proves that they can live up to the challenges of employment and adapt to the changing environment and therefore stays with a company for years to come. #### **Enhance Candidate Experience** It’s important to keep in mind that the employees are choosing their place of work as much as the company is choosing its employees. A company shows that they are taking the job seriously, by using a test for selecting the employees. The test then makes the current employees feel valued and appreciated. ### **How to Conduct a Cognitive Assessment Test for Employment?** Using a pre-employment aptitude test could be challenging if you don’t do your homework. Stick to a few simple rules and, if you know what kind of employee you’re looking for, it can be done with great success. - **Choose the right test:** The first step is to choose the best test for your purposes. The choice depends on the job you’re hiring for and the kind of tasks the employee will be responsible for. - **Select the benchmarks:** Since the test represents the qualities of a candidate as a percentage or a number, it’s important to choose a clear hiring benchmark. That means that you’ll hire only employees with a certain score or within a certain percentage of success. - **Evaluate the results:** The next step is to evaluate the results of each test. This is also a cut-off stage where you decide which potential employees you’ll interview. You can use the interview to discuss the test. Focus on what the employee has excelled in and what was difficult for them. - Know where your resources are: With EmployTest, you don’t have to be an expert. Download this helpful [Pre-employment Testing Guide](https://employtest.com/test-guide/) and keep it as a handy reference tool. ### **What to Do After a Cognitive Aptitude Test?** It’s important to follow through after the test and to use interviews and other recruiting techniques to go in-depth on the results of the testing. Using these other tools will complement the tests and provide a more complete image of what the applicant has to offer. #### Conduct an interview The selection process shouldn’t be based on the cognitive aptitude test alone, but it should be driven by it. An interview stage is where the HR team, along with the hiring manager, should make their decision. These decisions will be made based on testing results, interviews, and any relevant work experience. #### Make a choice In the end, you should make a choice based on all of these factors. Make sure to continually review your benchmarks against the applicant pool test results. Your initial benchmark may need to be adjusted, based on scores being too high or too low. It’s best to modify them after you’ve met a range of different candidates and made some hires, then have verified that the new employees’ performance reflects their test scores. #### Maintain transparency It’s important that a screening process for new employees is transparent from the onset. Applicants should know that there’s a test involved, before beginning the process. Applicants also should know what the other hiring criteria are, in addition to testing. This transparency will make for a better experience for your applicants. The applicant you don’t hire today may be a perfect fit for a job next year. ### **Summing Things Up** Choosing the best employees for the job is a complicated process and one that’s costly for the employer. [Using a cognitive test](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) can help HR teams identify the best candidates for the job. It’s a way to learn about the potential and their abilities to solve problems and adapt to change. It’s a multiple-choice test that will focus on a few key characteristics. These include reading comprehension, spatial intelligence, problem-solving abilities, and numerical reasoning. A test can predict job performance and the ability to thrive in a career when combined with an interview. That’s why companies have adopted these tests in all fields and industries. For additional resources on the topic, see: - [How to Use Cognitive Assessment Test to Spot the Best Applicants](https://employtest.com/hrblog/how-to-use-cognitive-assessment-test-hire) - [Which Cognitive Ability Test to Use and Why?](https://employtest.com/hrblog/which-cognitive-ability-test-to-use-and-why) - [How to Make Cognitive Ability Test Part of Your Process](https://employtest.com/hrblog/make-cognitive-ability-test-part-of-hiring-process) If you’re hiring for your team, consider adding cognitive aptitude tests to your recruitment process. To learn more, contact us and get a [free ](/cognitive-skills-test)[sample cognitive aptitude test.](https://employtest.com/pre-employment-test-sample/) **Blog Categories:** cognitive testing --- ### [Accounting Hiring Trends and Challenges](https://employtest.com/hrblog/accounting-hiring-trends/) **Published:** March 4, 2024 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes ### **What are some of the major challenges facing the accounting profession?** Major challenges accounting firms face include adapting to technological disruptions like AI and cloud computing, addressing staffing shortages and recruitment difficulties, meeting rising client expectations, complying with evolving regulations, enhancing data analytics capabilities, and maintaining cybersecurity. If you’re on the hunt for accounting staff in your organization, you are not alone. While talent recruiting challenges are visible across all industries, the latest accounting hiring trends suggest they are particularly significant in the financial services sector. According to a [**PwC report on the talent supply in the field**](https://www.pwc.com/gx/en/financial-services/publications/assets/pwc-millenials-at-work.pdf), more than 25% of CEOs said they had to abandon or postpone a crucial strategic initiative in the last 12 months because the proper people were not available to execute it. This is not a new issue; businesses around the world have struggled to recruit qualified employees for a long time. A combination of factors makes recruiting for the accounting department difficult, but there are several things HR teams can do to identify and screen top talent for these critical business roles. ***Quick pro-tip: Screen numeracy and ledger know-how early with [Excel assessment test for applicants.](https://employtest.com/excel-assessment-test-for-applicants/)*** ## Accounting Industry Growth In 2020, the global market for accounting services was valued at a substantial $544.06 billion. Projections indicate that this figure will climb to an impressive $735.94 billion by 2025, reflecting a steady annual [growth rate of 2.9%](https://toaglobal.com/au/blog/top-3-accounting-industry-trends-in-2024/). This upward trajectory proves the increasing demand for accounting services worldwide. But the accounting industry growth is not just about the numbers. A whopping [90% of accountants](https://www.sage.com/en-gb/blog/practice-of-now/) worldwide believe there’s been a major cultural shift in the industry. This could be due to advancements in technology, changes in regulations, or evolving client expectations. Whatever the cause, it’s clear that the accounting industry is adapting to meet new challenges. ## **Accounting Hiring Trends: Skill Shortage is An Ever-Growing Issue** The accounting field is facing a significant challenge due to a decrease in the number of people entering and staying in the industry. This is causing problems for both public and private organizations. Below are some of the recent accounting hiring trends. In the last two years, more than 300,000 accountants and auditors in the United States have left their jobs. This has resulted in a 17% decline in the number of accountants and auditors employed from the peak year of 2019, according to an article by [**The Wall Street Journal.**](https://www.wsj.com/articles/why-so-many-accountants-are-quitting-11672236016) Based on a report by the [**Bureau of Labor Statistics**](https://www.bls.gov/ooh/business-and-financial/accountants-and-auditors.htm#tab-6), this great resignation consists of retiring Baby Boomers, young professionals in the 25-to-34 age range, and mid-career professionals aged 45 to 54 leaving the accounting profession. Although many experienced accountants are moving into jobs in finance and technology, recruiters also [**face challenges**](https://www.manpowergroupusa.com/insights/the-talent-shortage-in-the-financial-sector) when trying to source accountants with the skills needed in the modern workforce. Organizations now desire accounting departments fluent in financial, accounting, and tech skills such as AI, process automation, and machine learning. Despite experienced accountants making their exits, the demand for accounting professionals remains high. The Bureau of Labor Statistics predicts an average of 126,500 annual job openings for accountants and auditors from 2022 to 2032. Many of these new positions will result from transfers to different occupations or retirement. ## **Skills Shortage In Accounting: Consequences for Employers** The accounting industry is in crisis due to a severe shortage of skilled professionals, which has far-reaching consequences for employers. Here are some key implications and how they impact businesses: **Recruitment Challenges**: Employers struggle to find qualified accounting professionals, leading to extended hiring processes and increased recruitment costs. This can hinder business growth and project timelines. **Employee Retention:** The shortage intensifies competition for skilled accountants, making it challenging for employers to retain top talent. High turnover rates can disrupt team dynamics and result in knowledge loss. **Increased Workload**: With fewer qualified accountants, the [**workload of existing staff increases**](https://www.manpowergroupusa.com/insights/the-talent-shortage-in-the-financial-sector), leading to burnout, reduced productivity, and potential errors. This can affect the overall quality of accounting services and financial reporting. **Outsourcing and Offshoring:** Some employers may turn to [**outsourcing or offshoring**](https://www.shrm.org/topics-tools/news/all-things-work/cpa-shortage) accounting functions to access a wider pool of talent and reduce costs. However, this can create challenges related to communication, cultural differences, and data security. **Impact on Financial Performance**: The skills shortage can hurt the timely and accurate preparation of financial statements, which can delay decision-making and affect investor confidence. This can have implications for access to capital and financial stability. **Reduced Innovation and Growth**: A lack of skilled accountants can limit a company’s ability to implement new technologies, improve processes, and drive innovation. This can hinder long-term competitiveness and growth prospects. **Compliance Risks**: The accounting profession is subject to complex regulations and standards. According to Business Insider, the shortage of qualified accounting professionals [**can increase the risk of non-compliance**](https://www.businessinsider.com/shortage-accountants-we-should-be-worried-recruit-young-talent-2023-2), leading to fines, reputational damage, and legal consequences. ### **![ Accounting Hiring Trends and Challenges ](https://employtest.com/wp-content/uploads/2021/11/Accounting-Hiring-Trends-and-Challenges--300x200.jpg "Accounting Hiring Trends and Challenges")** ## **Accounting Hiring Trends and Challenges: Unreliability of Resumes** Resumes are the [**currency of recruiting**](https://www.indeed.com/career-advice/resumes-cover-letters/why-is-a-resume-important#:~:text=A%20resume%20is%20an%20important,your%20top%20skills%20and%20qualities.&text=Resumes%20help%20employers%20make%20hiring,information%20you%20decide%20to%20include.), as they are required by HR teams, recruiters, and hiring managers. At least initially, resumes can be the sole factor in whether an applicant advances in the recruiting process. For several years, many authors have been [**predicting**](https://www.forbes.com/sites/danschawbel/2011/02/21/5-reasons-why-your-online-presence-will-replace-your-resume-in-10-years/?sh=60dc6f7f6069) the downfall of the resume. Resumes only provide a job history and may not accurately reflect a candidate’s personality or potential. Negative information is often left out, even if the candidate made mistakes in the past. This can lead to early recruiting decisions being made based on inadequate information. In a competitive job market, job seekers may exaggerate their resumes to make themselves stand out. [**According to Forbes**,](https://www.forbes.com/sites/bryanrobinson/2023/11/05/70-of-workers-lie-on-resumes-new-study-shows/?sh=159200c64008) a staggering 70% of job seekers do this, with the most common lies involving job titles and responsibilities. This is especially concerning for accounting positions, which rely heavily on the accurate use of Microsoft Office programs, especially [**Microsoft Excel**](https://employtest.com/excel-tests-job-applicants/). ### **Candidate Screening: How To Battle Misleading Resumes** [**Yves Lermusi**](https://www.cnbc.com/2020/02/19/how-many-job-seekers-lie-on-their-job-application.html), the CEO of Checkster, claims that candidates may think exaggerating their skills is a simple way of getting away with it during the interview process, as it’s difficult to check unless there are skills tests involved. Candidates may also believe that prospective employers will not [**verify employment experience**](https://employtest.com/hrblog/reference-check-questions/) with their previous employer. Many hiring managers, on the other hand, [**appear to be forgiving**](https://hrexecutive.com/resumes-lies-and-repercussions/) of candidates who falsify information. Only one-third of hiring managers would never hire a candidate who lied on their resume, leaving [**66% of hiring managers eager to hire someone despite exaggerated claims**](https://www.checkster.com/are_you_hiring_charlatans). Fortunately, your HR team will be able to tell the difference between honest and dishonest candidates based on reference checks, [**background checks**](https://employtest.nationalcrimesearch.com/), [**skills tests**](https://employtest.com/tests/), and other methods. ### **Accounting Hiring Trends: The Era of Pre-Employment Skills Tests** Although resumes are commonly used to describe a candidate’s skills, they may not be the best indicator of a candidate’s actual abilities. Resumes often fail to distinguish between knowing how to perform a task and actually performing it effectively with mastery, which are two different things. The latest accounting hiring trends show that over time, more companies started getting on board with the idea that resumes were not sufficient to properly select the best possible candidate and [**started incorporating different types of applicant screening**](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/predictive-assessments-insight-candidates-potential.aspx#:~:text=The%20data%20support%20the%20growing,they%20use%20assessments%20is%20evolving.). Screening would take place prior to the interview itself to make sure that only skilled candidates had the opportunity to land a job. For accounting roles, [**accounting skills assessment tests**](https://employtest.com/pre-employment-accounting-test) are essential, as accountants cannot provide a work sample like a copywriter, digital marketer, or graphic designer can. ## **Accounting Skills Tests for Better Applicant Screening** As a hiring manager, you can improve the hiring process and save time by using accounting skills tests. These tests can help you spot top talent quickly. By analyzing the actual skills and [**workplace behavioral traits**](https://employtest.com/personality-profile/) of applicants, you can make data-driven decisions rather than relying on personal impressions. Implementing [pre-employment assessment tests](https://employtest.com/) at the beginning of the hiring process saves time for both yourself and the applicants. These tests provide standardized feedback so that decisions about who to hire can be made without the need for lengthy interviews or other time-consuming processes. Pre-employment accounting tests, including [**pre-employment math tests**](https://employtest.com/math-assessment-test-pre-employment), and screening procedures make you less dependent on resumes when it comes to finding the top talent accounting candidates. For in-depth information on which tests to use depending on the position you’re hiring for, see “[**Accounting Assessments: Which Tests to Use for Each Job Role**](https://employtest.com/hrblog/accounting-assessments-which-tests-to-use).” ### **Wrapping it Up** Accounting and finance teams play a critical role in every company, which is why team members need quantifiable knowledge to perform well. And even though resumes (and interviews) have long been the currency of recruitment, relying solely on them is no longer an option. Resumes tend to overemphasize applicants’ positive past experiences while omitting all negative information. When it comes to accountant applicant screening and hiring, businesses should use pre-employment skills tests to guarantee a full understanding of the applicants’ skills. If you’re looking to learn more about this topic of accounting hiring trends, check out our article “[**Accounting Skills Gap No Longer Unlikely”** ](https://employtest.com/hrblog/accounting-skills-gap-no-longer-unlikely)and see how our testing tools can transform your hiring process. [Learn more today!](https://employtest.com/helpful-tools/) **Blog Categories:** Administrative and Accounting Skills Tests, Employment Tests --- ### [Finding strong job candidates | 5 ways](https://employtest.com/hrblog/finding-strong-job-candidates-5-ways/) **Published:** July 29, 2019 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![5 strategies for finding strong candidates](https://pictures.contentlead.com/5-strategies-for-finding-strong-candidates_16000902_40047624_1_14123236_500.jpg) 5 strategies for finding strong candidates Today’s competitive labor market has made it difficult for employers of all sizes to locate and onboard qualified workers who fit into their existing team dynamics and company cultures. This has compelled many businesses to broaden their labor pools, adjust their expectations and seek out new avenues for [hiring talented candidates](/hrblog/hiring-tips/the-four-cs-of-of-hiring-great-employees/). To help your company build a robust workforce, consider these five less-talked-about recruitment strategies: **1. Start looking before you need to fill a position** Employers don’t need to wait until a position opens up to start developing relationships with high-quality professionals. In fact, many companies have started tweaking their recruitment strategies to better appeal to passive candidates. Considering around [87% of active and passive job seekers](https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf) are open to new career opportunities, according to a LinkedIn study, there’s no time like the present to hunt down potential leads. Social media sites like Facebook, Twitter and LinkedIn can provide hiring managers with a whole new candidate pool to explore. **2. Ask your top performers for referrals** According to a 2017 report from LinkedIn, close to [48% of businesses](https://business.linkedin.com/content/dam/me/business/en-us/talent-solutions/resources/pdfs/linkedin-global-recruiting-trends-report.pdf) say that their highest quality hires come from employee referrals. This may come as quite a shock to recruiters who predominantly use online job boards and social media sites when searching for qualified applicants. Of course, screening employee referrals is essential to locating the perfect fit, but trusting in the discretion of your top performers may just surprise you. Experienced workers often have a strong sense of the hard and soft skills required for success in their positions, so don’t be afraid to lean on their expertise. **3. Look for candidates at trade shows and conferences** While online networking can help employers locate talented candidates outside their typical recruitment channels, it’s also important to capitalize on face-to-face interactions. Speaking with a diverse range of people at trade shows and conferences can help recruiters get a sense for what other companies are doing right and how they can improve their own hiring processes. Another option is to leverage your company’s industry contacts, association memberships and other external connections to identify knowledgeable and experienced candidates who might not be actively pursuing a career change. Down the line, these contacts could end up being your strongest employees. ![Remote employee works in his home office](https://pictures.contentlead.com/x_0_0_0_14108723_800.jpg)Companies that are willing to hire remote workers often have a larger candidate pool to choose from. **4. Consider hiring remote workers** In some cases, your company may have a hard time filling a technical role due to a lack of qualified candidates in your area. Luckily, rapid advancements in communication technology have enabled employees in a variety of industry to work productively from the comfort of their home offices. What’s more, [42% of working adults](https://www.prnewswire.com/news-releases/survey-of-working-adults-shows-us-employees-willing-to-take-pay-cut-for-workplace-flexibility-128877868.html) are willing to trade some of their salary for the opportunity to work remotely, with 62% considering flexibility the most important factor when looking for a new job, according to a survey from Mom Corps. While remote work may not be ideal for your business model, it can allow you to onboard the most competitive candidates in the labor market, regardless of where they’re located. **5. Focus on brand building** When it comes to attracting talent, good publicity can go a long way. A 2018 report from LinkedIn found that close to [87% of Americans](https://blog.linkedin.com/2018/june/26/workplace-culture-trends-the-key-to-hiring-and-keeping-top-talent) believe having pride in the company they work for is important, with 46% stating their top concern is having a positive impact on society. This is especially true for millennial job seekers who tend to prioritize socially-engaged brands over those that offer competitive compensation. Encouraging your employees to share their positive experiences on social media can help increase brand visibility and generate the sort of goodwill that may attract talented candidates. Building a consistent and engaging social media presence can also help differentiate your business in the eyes of job seekers. [EmployTest](https://employtest.com/) offers a wide variety of pre-employment assessments – [explore our list of tests](https://employtest.com/tests/) to learn more about our offer. **Blog Categories:** Employment Tips, Hiring Tips --- ### [Employee retention starts with pre employment procedures](https://employtest.com/hrblog/employee-retention-starts-with-pre-employment-procedures/) **Published:** November 22, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Although finding, attracting and onboarding the right talent for your organization can be challenging, employee retention can be even more difficult sometimes. But in order for your company to maximize the potential of all your employees, it’s a good idea to make sure they stick around. Here are a few tips to improve employee retention and maintain a high-performing workforce: **Start with pre-employment testing** One of the most important tasks for hiring managers and Human Resource professionals is to make sure that candidates possess the skills and pre-hire experience for the job they are applying for. If you have hired people in the past that don’t stay for long, it could be because they don’t have the right skills for the role. By administering [pre-employment tests](https://employtest.com/), your organization can better assess who is qualified and who is not, increasing your chances of selecting employees who will thrive and contribute to employee retention. ![A pre-employment test is a helpful first step in assessing a candidate.](https://pictures.contentlead.com/x_0_0_0_14121542_800.jpg)A pre-employment test is a helpful first step in assessing a candidate. **Go beyond tests and screenings** While pre-hire experience, [pre-employment testing](https://employtest.com/pre-employment-test-sample/) and screenings are helpful, they should not be the only ones you use to make hiring decisions. In addition to the knowledge and skill set required to complete any job, it’s a good idea to assess whether or not an individual will fit in with your company culture. If you hire someone who you don’t think will mesh well with existing employees, it will probably lead to a quick turnover rate. Staff retention is not just about skills but about cultural fit, which is why assessing personality traits is crucial. **Look for qualities you won’t find on a resume** You won’t meet too many HR professionals who deny that education and professional experience are important aspects to consider when hiring people, but that doesn’t mean you need to completely forget about other factors. Depending on the role you are trying to fill, a candidate’s “people skills” may be essential to success. If you are uncomfortable having a conversation during the interview process, odds are that individual won’t be a good fit down the line. Also, do your best to look into the work ethics of candidates you’re seriously considering. It’s not a bad idea to ask for references from previous employers. That way, you’ll have a point of contact when searching for more information on how individuals perform in various work scenarios. **Ask the right types of questions** All of the data you collect from [recruitment software](https://www.ismartrecruit.com/blog-guide-recruiting-automation) and pre-employment tests is important, but it will only give you limited insight into a candidate’s emotional intelligence. To get a better-rounded picture of potential employees, consider turning to [personality assessments](https://employtest.com/tests/). While behavioral traits shouldn’t be the only factors you take into account, they are certainly important when it comes to a new employee sticking with your company in the long run. During the interview process, you have a great opportunity to ask potential new hires about both the experience they have listed on their resumes and their long-term goals. Even by asking questions about where candidates see themselves in five or ten years can give you an indication on whether or not it will be at your organization. Hiring the right employees is important for any company, but retaining them is perhaps even more crucial because of the costs associated with a high turnover rate. In fact, research conducted by the Society for Human Resource Management found that replacing a departed employee can cost companies [as much as 50-60 percent](https://www.shrm.org/topics-tools/tools/express-requests/employee-retention-strategies) of an employee’s annual salary! That said, implementing effective employee retention strategies is important for your company’s long-term success. By focusing on the right employee retention practices, such as pre-employment testing and cultural alignment, your organization can significantly reduce turnover and ensure staff retention for the long haul. **Blog Categories:** employment tests, Hiring Tips --- ### [What job sectors are hiring most right now?](https://employtest.com/hrblog/what-job-sectors-are-hiring-most-right-now/) **Published:** March 23, 2016 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![Job growth continues in the health care and retail industries.](https://pictures.contentlead.com/Job-growth-continues-in-the-health-care-and-retail-industries_16000902_40031100_1_14065088_500.jpg) Job growth continues in the health care and retail industries. The unemployment rate remains at 4.9 percent, the lowest it has been in eight years. While there are many factors that contribute to or distort this figure, employment is on the rise in certain essential industries. **What industries saw the most growth?** According to the Bureau of Labor Statistics’ Employment Situation Summary, the health care and social assistance, private education services, retail and food services industries experienced the most job growth this year. Of these industries, [health care and social assistance added 242,000 jobs](https://www.bls.gov/news.release/empsit.nr0.htm) in February alone, while over the past 12 months, hospitals gained 181,000 new employees. Meanwhile, retail was the next job sector with the most growth. “Retail added 55,000 jobs, and while I expected to see growth, this is a very strong number especially for the month of February,” Joanie Courtney, senior vice president of Monster Worldwide, told Yahoo News. “That sector is interesting to watch right now since they’re under a lot of wage pressure. We saw that Costco, one of the largest retailers in the country, announced that it is raising wages. So the retail sector is adding jobs, they will be raising wages, and that will ultimately lead to the hourly wage moving up, which was the only downside to this report today.” *“The unemployment rate remains at 4.9 percent.”* If wages are rising in these industries, this leads to higher standards of living for many Americans and a more eager applicant pool for hiring managers to choose from across the country. Employees who are paid more and work in a supportive environment are less likely to leave their jobs for other opportunities. Despite certain retailers raising wages, however, the report showed that hourly wages were [only up 2.2 percent in February from the following year](https://www.marketwatch.com/story/us-gains-242000-jobs-in-february-2016-03-04), and down 2.5 percent from January. Though many companies are improving wages, that doesn’t mean all are. **What does this growth mean for hiring managers?** Hiring managers in the health care and retail industries can take further advantage of this hiring boom through being more selective about applicants they choose to onboard. A larger pool of interested candidates means that hiring managers can afford the luxury of taking more time to thoroughly vet each applicant, even [testing them on relevant skills](https://employtest.com/tests/) to ensure that their resume matches their actual knowledge and talent. To test applicants on their skills, hiring managers can turn to [pre-employment tests](https://employtest.com/). These tests provide reliable results, showing which candidates possess the necessary skills required for the open position, eliminating the risk of accidently hiring unqualified employees. [Contact EmployTest today](https://employtest.com/contact-us/) to learn more about our services and see how we can help you make smarter hiring decisions at your company. **Blog Categories:** Hiring Tips --- ### [Employee referrals: Beneficial or harmful to your workplace?](https://employtest.com/hrblog/employee-referrals-beneficial-or-harmful-to-your-workplace/) **Published:** March 14, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Does your company use employee referrals? ](https://pictures.contentlead.com/Does-your-company-use-employee-referrals-_16000902_40030783_1_14123833_500.jpg) Does your company use employee referrals? An employee referral program is a company process that allows current workers to recommend potential applicants for open positions within their organization. Many times, these employees receive a bonus or another form of reward if the company hires their suggested candidate. According to CareerBuilder research, [26 percent of all external hires](https://www.careerbuildercommunications.com/pdf/referralbook.pdf) come onboard due to current employees referrals, making it the top source for hiring employees. Meanwhile, an estimated 88 percent of employers stated that their best employees came from employee referrals. ![Would an employee referral program benefit your company?](https://pictures.contentlead.com/x_0_0_0_14055532_800.jpg)Would an employee referral program benefit your company? **What are the benefits of employee referral programs?** Two of the main benefits for this type of program is it will save hiring managers money and improve morale. Instead of investing in costly recruiting methods, hiring managers can draw in quality talent simply by encouraging fellow employees to suggest someone they know for the position. While not every referral will be a perfect fit, if employees are motivated by a monetary or other kind of reward, they may be more inclined to recommend capable candidate that they would enjoy working with. Another area to highlight is workplace morale. If hiring managers are seriously considering applicants referred by their coworkers and even onboarding them into the company, current employees will feel that their voice is valued. They may be more likely to stay with the company longer and speak highly of their experience. Working with people they care about will also improve their spirits during the day, possibly making them more productive or enthusiastic about their work. **What are negative elements of employee referral programs?** One of the most basic problems with an employee referral program is whether or not current workers will actually want to refer others to their company. Essentially, if they are not happy with their position or the company’s environment, they are certainly not going to subject people they care about to the same fate. Department managers must be proactive about changing company culture and addressing any shortcomings if they want to start or revive their organization’s employee referral program. *“Hiring managers can draw in quality talent.”* Problems with an employee referral program itself include a poor reward systems or creating a negative work environment. Offering monetary rewards are always a successful way to show your employees that you appreciated their input, but if hiring managers are paying them too little or too much, it can become an issue. “Rewards will likely vary based on the position in question, but if bonus payments aren’t in line with employee expectations, good luck with making the program work,” Tim Gould wrote for HR Monitoring. “It’s a balancing act HR and the C-level folks have to work on together aligning your cost per hire and employee bonus levels.” Most importantly, hiring managers should avoid hiring referred individuals that are too close to the current employee, such as a best friend or sibling, as they may be a distracting influence. Instead of making an office environment better, they could cause derision and harsh feelings. These employees may spend time together, excluding the rest of the team, causing feelings of alienation and resentment. To avoid this, hiring managers should make sure that they are hiring candidates who truly meet all of the jobs qualifications and not because a coworker just wants to work with a friend. Hiring managers who want to ensure that their referred candidates possess the needed skills for the position should integrate EmployTest’s [pre-employment tests](https://employtest.com/) into their hiring process. These [tests provide reliable results](https://employtest.com/tests/) and remove any uncertainties regarding whether or not an applicant would be qualified for the job. **Blog Categories:** Hiring Tips --- ### [Data analysis skills gaining importance to employers](https://employtest.com/hrblog/data-analysis-skills-gaining-importance-to-employers/) **Published:** April 10, 2017 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![As we continue to move toward an entirely digital-driven landscape, more employers are recognizing the importance of finding and retaining candidates with key data analysis skills.](https://pictures.contentlead.com/As-we-continue-to-move-toward-an-entirely-digitaldriven-landscape-more-employers-are-recognizing-the-importance-of-finding-and-retaining-candidates-wi_16000902_40041128_1_14130391_500.jpg) As we continue to move toward an entirely digital-driven landscape, more employers are recognizing the importance of finding and retaining candidates with key data analysis skills. It’s impossible to ignore the profound influence technology continues to have on the business landscape. Automation, artificial intelligence and digital devices are reshaping nearly everything we do – and how we do it. Unsurprisingly, as we continue to accelerate toward a tech-dominated world, it’s causing a shift in what types of skills employers look for most in candidates – and how in demand such talent is. One of the greatest benefits and challenges to come from the rising presence of the Internet of Things – and the enhanced connectivity it creates – is the rapid proliferation and explosion of data. Organizations of all sizes and scales, across nearly every industry, now utilize systems and processes that automatically aggregate and collect vast amounts of data. But for this information to have any real value and be leveraged to gain increased insight and visibility that employers can use to gain a competitive advantage, you need people capable of analyzing and interpreting it in meaningful ways. This is why data analysis skills are becoming increasingly important among employers today. *“For data to have any meaning, you need people capable of analyzing and interpreting it.”* **Growing demand for data scientists and analysts** According to research conducted by the Society of Human Resources Management, over the next five years, [nearly 60 percent of companies](https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Pages/data-analysis-skills.aspx) plan to increase the number of jobs that require data analysis skills – with the most popular functional areas for these positions in business and administration, human resources and accounting and finance. However, finding and recruiting – let alone retaining – IT candidates can be a difficult endeavor for most companies. On one hand, the industry is suffering from a troubling talent shortage that is making it harder to find qualified candidates. In fact, SHRM reported that nearly 80 percent of businesses looking to fill data analysis positions over the past year struggled with the recruitment. To get a better understanding of how employers may improve talent acquisition for data analysis roles, it might be helpful to take a closer look at the current state. - At the basic skill level, a high school diploma or bachelor’s degree is generally required – though the majority of job listings make no mention of whether it should be in a particular field of study. - For the moderate skill level, which has the highest demand – most companies require a bachelor’s degree, with about one-third specifying it be in computer science, statistics or analytics. - At the advanced skill level, either a bachelor’s or master’s degree is needed. The most popular preferred fields of study are analytics and statistics, though a good amount also request engineering and data science. There are a wide range of roles that data analysis skills can be used for, including data scientist, statistician, research manager and financial analyst. And while all of these roles involve the collection, assessment and interpretation of data, there are enough variances between them that are important for employers to consider in their hiring. ![Getting more specific about data analysis roles can improve hiring.](https://pictures.contentlead.com/x_0_0_0_14123235_800.jpg)Getting more specific about data analysis roles can improve hiring. **Getting down to the specifics** Given the broad nature of this field and skill set, it’s possible that being overly vague is hampering organizations’ ability to attract and onboard top talent. This concept is something PricewaterhouseCoopers recently alluded to in its new report. According to the firm, when it comes to building the workforce of the future, it’s going to be increasingly important for educational frameworks, as well as hiring strategies, to be geared less toward traditional skill sets and more [toward the soft skill sets](https://www.pwc.com/gx/en/services/audit-assurance/risk-assurance/it-risk-assurance/data-and-analytics.html) of data science and analytics. As the report pointed out: “The demand is for business people with analytics skills, not just data scientists.” From financial and legal, to health care and retail, every industry is going to need data analysts, scientists and engineers – creating a new wave of multidisciplinary roles. To bridge the current skills gap and prevent it from widening any further, PwC explained that both educators and employers will need to place a greater emphasis on a variety of soft skills, including decision-making and functional analysis. It was suggested that businesses hire for skills – not just diplomas. To improve their recruitment data analysis talent, organizations should be specific as to which skills in particular they require the most. Finally, it’s critical for companies to have a comprehensive understanding of the role they are hiring for so they are better able to tailor the job description and employment assessments to attract the ideal candidate. **Blog Categories:** Employment Tips, Hiring Tips --- ### [How to hire new employees with data literacy skills](https://employtest.com/hrblog/how-to-hire-new-employees-with-data-literacy-skills/) **Published:** May 28, 2019 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![How hiring for data literacy can supercharge decision making](https://pictures.contentlead.com/How-hiring-for-data-literacy-can-supercharge-decision-making_16000902_40047427_1_14098330_500.jpg) How hiring for data literacy can supercharge decision making The rapid pace of technological innovation seen over the past decade has significantly reshaped the modern employment landscape, with the push for greater automation and data-driven workflows creating a high demand for tech savvy workers. This shift toward information-driven frameworks has been called the “Fourth Industrial Revolution” by a number of influential business leaders – a concept that took center stage during the [2019 World Economic Forum](https://www3.weforum.org/docs/WEF_AM19_Meeting_Overview.pdf) – but transitioning to an AI-driven workforce won’t happen overnight. That said, organizations in nearly every industry are taking steps to prepare for the future of work by seeking out talented candidates who possess the right set of technical skills and a willingness to adapt to new operational models. The widespread use of software-embedded machine learning and data analysis tools is already having a notable impact on hiring trends. According to the [WEF’s 2018 Job Report](https://www3.weforum.org/docs/WEF_Future_of_Jobs_2018.pdf), technology-augmented work is expected to expand across every employment sector between 2018 to 2022, with high-speed mobile internet, artificial intelligence, cloud technology and big data analytics serving as the key drivers of change. As companies become more reliant on these technologies, the need for a data-literate workforce will grow increasingly important. But what is data literacy, exactly? **The importance of data literacy** Simply put, data literacy is the ability to extract information and actionable insights from data. While [computer skills are essential](/hrblog/a-mistaken-assumption-all-job-seekers-are-computer-proficient) to this process, it also involves a good deal of analytical prowess. The employees of the future will need to isolate valuable data, examine complex interrelationships and formulate creative solutions based on their digital research. According to TechTarget, [data literacy skills](https://whatis.techtarget.com/definition/data-literacy) include the ability to: - Evaluate the relevance of data in specific operational scenarios - Think critically about how extracted information can be applied - Interpret data visualizations like graphs, charts and tables - Recognize when data is misrepresented or used to mislead - Communicate effectively with peers who lack data literacy Data-driven decision making will eventually become the new norm for businesses around the world, but preparing for this change takes time. Employers may benefit from building a strong foundation for their data-literate workforce as soon as possible, as waiting too can lead to missed opportunities. ![Big data etched into a computer chip](https://pictures.contentlead.com/x_0_0_0_14105892_800.jpg)The massive volume of data used in tech-enabled business environments can be valueless without data literate employees. **Tips for hiring data literate employees** According to a recent study from Gartner, an estimated 50% of organizations will [lack the essential AI and data literacy skills](https://www.gartner.com/smarterwithgartner/a-data-and-analytics-leaders-guide-to-data-literacy/) they need to create new business value by 2020. Additionally, researchers expect that 80% of all organizations will have to implement competency development programs to overcome their data literacy deficiencies. However, employers still have time to attract talented employees with the knowledge, experience and proficiency they need to excel in an information-driven economy. To help you get started, here are three tips for hiring data-literate employees: - **Prioritize analytical skills:** Candidates who possess advanced critical thinking and logical assessment competencies will be essential to your operational success. Hiring managers can incorporate [skills testing](https://employtest.com/tests/) into their recruitment process to identify job seekers with above average analytical capabilities. - **Verify technical experience:** Most applicants include a range of computer-based skills on their resume, but this doesn’t mean they have high-level experience with the data analysis software your company uses. Consulting with tech-savvy employees can help you create a list of targeted questions that may be relevant during the interview process. - **Assess cognitive abilities:** A candidate’s capacity to think, read, learn and reason when presented with complex information can give you a sense of their data literacy, which is why skills assessment software can be such a valuable recruitment tool. Job seekers with strong interpersonal skills can often seem like the perfect fit, but analyzing data requires a lot more than personality. As the lines between information gathering and automation continue to blur, companies will increasingly depend on a data literate workforce to remain stable, competitive and profitable. [EmployTest](https://employtest.com/) specializes in developing [pre-employment tests](https://employtest.com/pre-employment-test-sample/) for the public sector (government), companies, and nonprofits. Check out free samples of our [cognitive aptitude](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) and [attention to detail tests](https://employtest.com/attention-to-detail-test/), and learn more about what we offer on our Explore page. **Blog Categories:** employment tests, Employment Tips, Hiring Tips --- ### [Empowering with EmployTest: Your Partner for Reliable Pre-Employment Testing Solutions](https://employtest.com/hrblog/reliable-pre-employment-testing-solutions/) **Published:** November 9, 2023 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes Are you an HR professional or recruiter looking for reliable tools that make your process better? We are excited to share that this year, EmployTest, your dependable ally in the realm of pre-employment testing, has achieved significant accolades that reaffirm our dedication to assisting you in the strategic process of identifying exceptional job applicants. We take immense pleasure in announcing that EmployTest has received the recognition of being designated as a Category Leader by GetApp, and has secured a prominent position on Software Advice’s esteemed Front Runners list. ## **Recognition for Leading Skills Testing Products** **GetApp:** GetApp, known for its detailed software evaluations, is a trusted resource for tech-savvy professionals. They publish “Category Leaders” reports that assess software products across five critical dimensions: ease of use, value for price, functionality, customer support, and the likelihood of a recommendation. Our designation as a Category Leader marks our unwavering commitment to delivering high-quality pre-employment testing solutions tailored to meet the exacting standards of our clients. **Front Runners:** Software Advice, the go-to online service for businesses navigating the software selection process, evaluates products based on Usability and Customer Satisfaction ratings for small businesses. Our placement on their Front Runners list underscores our user-friendly skills testing interface and high levels of customer satisfaction. ### **What Makes Our Pre-Employment Testing Solutions Stand Out?** Our dedication to providing you with top-notch pre-employment testing options is unwavering. We understand that finding the right talent is crucial, and our skills testing solutions are designed to make your job easier. [Ken Crowell](https://www.linkedin.com/in/crowellken/), our Sales Director, is thrilled about these recognitions, saying, “Being recognized as a Category Leader by GetApp and Software Advice is a testament to the hard work and dedication of our entire team. We take pride in offering innovative skills testing solutions that empower organizations to make better hiring decisions. This recognition reaffirms our commitment to delivering value to our clients.” ### **Elevating Your Hiring Practices** Whether you work in government, education, non-profits, law firms, accounting firms, or any other sector, EmployTest is here to help you make more effective hiring decisions. Our portfolio boasts a wide range of [pre-employment tests](https://employtest.com/tests/) that measure skills, behavioral traits, aptitude, and industry knowledge, ensuring you select the most qualified candidates. We’re committed to excellence in the field of pre-employment testing, and these recognitions are a testament to that commitment. We focus on providing you with value, ease of use, and exceptional customer support, so you can confidently make informed hiring decisions. Ready to learn more about how EmployTest can elevate your hiring process? Visit our website to [get a free sample](https://employtest.com/pre-employment-test-sample/). Your journey to better hiring starts here! Stay tuned for more updates and innovations from EmployTest, your partner in finding the best talent through reliable pre-employment testing solutions. **Blog Categories:** pre-employment test, pre-employment testing --- ### [Pre-Hire Personality Tests Help Make Better Hiring Decisions](https://employtest.com/hrblog/pre-hire-personality-tests-help-make-better-hiring-decisions/) **Published:** November 20, 2019 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Pre-employment personality tests are often utilized as one of many tools in the hiring process. While the use of the word test can strike anxiety into most applicants, personality tests are often examined in a completely different way than a skills test and are a part of the holistic approach to the application process. According to the University of Pennsylvania’s Journal of Labor and Employment Law, the average cost of replacing a bad hire is [1.5 times the worker’s salary and benefits](https://scholarship.law.upenn.edu/cgi/viewcontent.cgi?article=1108&context=jbl), so an employee making $30,000 dollars could cost $45,000 to replace. With those numbers in mind, it makes sense why hiring managers want to take as many precautions as possible to find the right candidate – and personality testing will allow them to get a sense of whether a candidate will fit in with the particular culture of their office. If you’re considering using a pre-employment personality test to [assist in the hiring process](https://employtest.com/hrblog/how-pre-employment-testing-fits-into-the-hiring-process), here’s an overall guide to using them for better hiring outcomes: **How personality tests can lead to better hiring decisions** Hiring can be a long, expensive process – naturally, an employer will want to vet applicants accordingly. The average amount of time an employee spends with a company is [4.2 years](https://www.bls.gov/news.release/tenure.nr0.htm), the U.S. Department of Labor reports, so it’ll be beneficial to hire someone who is a good fit in all regards. The interview process isn’t a natural setting to display your personality and may make it hard to catch red flags. A well-rounded personality test can provide [more insight](https://www.inc.com/workpop/picking-the-best-candidate-according-to-science-sh.html) into whether an applicant will fit in, states Inc. **The value of a personality test for employers** Personality tests can be used to [avoid inherent biases](https://employtest.com/hrblog/how-hr-can-improve-diversity-efforts-in-the-workplace). It’s crucial for businesses to be diversity-minded, and many preach this- but how can they be sure that it’s being put into practice? Hiring managers are typically well-intentioned, but inherent biases aren’t made consciously. These biases can play a huge role in the overall structure of a team. However, a well-structured personality test, or [cognitive ability test](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/), can eliminate the flaws of human preconceived notions. That’s why, according to the Society for Human Resource Management, it’s important to use a test that’s designed to measure [specific traits](https://www.shrm.org/hr-today/news/hr-magazine/pages/0615-personality-tests.aspx) that are important for your workplace. SHRM says that the strongest tests do the following: 1. Measure stable traits that won’t change over time 2. Are reliable, so candidates that retake the test will score similarly 3. Have proven results at predicting job performance However, it is important to remember that a [personality test](https://employtest.com/tests/) isn’t an overall judgment of who an applicant is, nor it is a reflection on your capabilities. It is a potential step in the hiring process. **Applicants can’t really fail a pre-employment personality test** Hiring managers know that human beings can’t be completely boiled down to the results of a personality test. They’re human, too – multi-faceted creatures that are more than the determinations of answers given on a personality test. Most great candidates for a job will not be overlooked because of what they score on a personality test or behavioral profile. As tools in the process, they can give hiring managers or human resource employees a better, more well-rounded view into candidates. Hiring decisions typically don’t hinge on the success of this one tool, but it certainly won’t hurt an applicant’s chances if they score along the lines of what is being looked for in candidates. Of course, it is easier in some professions than others to determine which personality traits are going to be the most beneficial. It’s intuitive to look for someone who is caring or patient when hiring nurses, but it may more difficult to determine exactly what characteristics serve an engineer or mechanic best – which of course is all things that should be considered before a personality test or behavioral profile is ever administered. **When to administer a personality test** Hiring managers may all have their own personal preferences when it comes to a time to administer a personality test, but every option has its perks. It may be best to wait until after an initial interview, this allows the opportunity to meet the candidate face-to-face first. However, if you want to be able to reflect on the results during the interview and use it to formulate potential questions, you could always give it to candidates first. There’s no hard rule on when they should be taken, although, a good practice is allowing applicants to take the tests online. This way, they can do it on their own time, without having to spend extra time in the office or being required to commute in to take it. Finding a candidate that checks off the boxes for skill sets, as well as being a cultural fit can be a difficult task. Especially when considering the high cost of hiring the wrong candidate, it is crucial to be secure in your hiring decisions. Using [EmployTest](https://employtest.com/) as a tool in the hiring process can ease worries and allow you to feel confident that applicants will succeed in your workplace. **Blog Categories:** employment tests, Hiring Tips --- ### [Committed to serve: Hiring veterans](https://employtest.com/hrblog/committed-to-serve-hiring-veterans/) **Published:** November 18, 2015 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![Veterans are typically quality employees due to their transferable skills and commitment to working with a team. ](https://pictures.contentlead.com/x_0_0_0_14101324_800.jpg)Veterans are typically quality employees due to their transferable skills and commitment to working with a team. As Veteran’s Day passes, employers across the country are taking time to honor veterans within their workforce or are wondering whether or not they need to implement new strategies to draw in more former members of the military into their office ranks. Unemployment has been a serious problem among the veteran community, yet [according to the most recent figures](https://www.bls.gov/opub/ted/2015/veteran-unemployment-decreases-in-2014.htm) provided by the Bureau of Labor Statistics, the unemployment rate fell to 5.3 percent last year from 6.6 percent in 2013. Some of this fall may be attributed to efforts from companies like Walmart and Starbucks, that have made individual commitments to hire and extend benefits to thousands of veterans by the end of the decade. Susan Galer at *Forbes* reports that certain employers, such as Sam Crawford, the chief operating officer of Armed Forces Construction Group and a veteran from the Vietnam War, seek to aid veterans in easily finding quality employment. His company hires veterans from all walks of military service to residential and commercial construction projects in 59 cities in 12 states across the country that need workers. “Every time we put another vet on to work I just swell up with pride,” said Crawford to Galer. “They are absolutely thrilled to have these jobs because they served our country, and want to continue working for it. They are very professional people who have been trained in other areas, and want to build their future. … Matching the special skills they learned and their interests with opportunities in our construction business gives them something to look forward to, a decent pay check and the chance to grow.” For businesses seeking to hire more veterans, Nicole Fallon Taylor at *Business Daily News* writes that many of these post-service individuals offer companies uniquely beneficial skills and qualities. On one hand, they possess transferable skills, such as the ability to perform under pressure, work well with others and solve problems strategically. They also are easily adaptable and eager to learn new skills or contribute to the team as a whole, which makes them perfect candidates for project-oriented positions. Before hiring veterans, employers should be aware that the transition to civilian life can be a challenging one, and should be knowledgeable of strategies to make these new hires feel welcome. “The first post-military job is the hardest transition,” Kate Jackson, a partner at HR executive search firm Hanold Associates, said to Taylor. “The civilian work world has a different culture, vocabulary and expectations which will need to be learned. These transitioning veterans have already shown they can learn a new language and culture military jargon, dress, behavior. There is a steep learning curve, but this is a talented and agile demographic.” To test veterans or any other viable candidates for your company, implement [pre employment testing](https://employtest.com/) into your hiring process to streamline the process, making faster and more reliable hires. Contact EmployTest today to learn more! **Blog Categories:** Hiring Tips --- ### [3 key behavioral cues of successful candidates](https://employtest.com/hrblog/3-key-behavioral-cues-of-successful-candidates/) **Published:** February 8, 2017 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![3 key behavioral cues of successful candidates](https://pictures.contentlead.com/3-key-behavioral-cues-of-successful-candidates_16000902_40040043_1_14109008_500.jpg) 3 key behavioral cues of successful candidates Skills assessments are relatively straightforward in the hiring process – either an applicant shines when challenged with some of the real-world tests of the job or not. However, considering the fact that the workplace and workforce are changing so quickly, and companies are struggling to attract and retain the right employees, hiring practices and screening policies must transcend simple skills evaluations. By incorporating behavioral tests into the hiring process, human resources will be protecting themselves from a range of potential risks that accompany the wrong applicants. Let’s take a look at three key behavioral cues all hiring managers should be testing for in the application process. **1. Confident and humble balance** Business News Daily argued that applicants who are extremely confident could be a danger to the workplace culture, specifically pointing to [arrogance as a very negative trait](https://www.businessnewsdaily.com/8185-problem-employee-personality-types.html), and there is some validity to that argument. However, being overly humble will not necessarily be the best either, as confidence is a key to success in virtually any working environment or professional position. As such, look for applicants who have a strong balance between confidence and modesty, as these will tend to be high performers and better learners. **2. Not-so-simple work ethic** The Undercover Recruiter explained that [integrity is a critical character trait](https://theundercoverrecruiter.com/top-7-qualities-employers-are-looking-candidates/) in all employees, describing it as demonstrating a certain level of honesty, openness and accountability. This can tie directly into work ethic, as managers and other superiors are going to need hard truths coming from their employees to enable the best possible performances on a daily basis. At the same time, work ethic needs to have a foundation of integrity, but plenty of will propelling it at all times. Self-starters are great, but look for applicants who have a more comprehensive, complex and positive work ethic. ![Do you test applicant behavior profiles?](https://pictures.contentlead.com/x_0_0_0_14117522_800.jpg)Do you test applicant behavior profiles? **3. Team-oriented autonomy** Regardless of the type of business or position an applicant might be reaching for, all hires need to be able to work just as well in a team as they do autonomously. Inc. magazine noted that collaboration is [among the most important drivers of success](https://www.inc.com/natalie-nixon/5-reasons-why-collaboration-is-essential-in-today-s-business-environment.html) in business today because it can help to encourage innovation, engagement and growth. At the same time, few positions will only be reliant upon teamwork with no individuality. Having strong individuals who are also exceptional communicators and team-oriented professionals will ensure that all pistons are firing regardless of the specific projects taking place. **How to approach behavioral assessments** There are plenty of behavioral cues that will be very clear and apparent in the interview stage of the hiring process, but many others that might not present themselves all that much in these somewhat stressful situations. Recruiters and other human resources professionals involved in the hiring process should always consider leveraging a testing service that can narrow in on behavioral characteristics and aptitudes. Carefully constructed behavioral tests that are managed by a trusted, experienced service provider can dramatically improve the hiring process. **Blog Categories:** Hiring Tips --- ### [The forgotten job market: The underemployed](https://employtest.com/hrblog/the-forgotten-job-market-the-underemployed/) **Published:** April 8, 2016 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![The underemployed are those who are working part-time who would rather work full-time.](https://pictures.contentlead.com/The-underemployed-are-those-who-are-working-parttime-who-would-rather-work-fulltime_16000902_40031758_1_14120785_500.jpg) The underemployed are those who are working part-time who would rather work full-time. The unemployment rate remained relatively steady in March at 5 percent with around 200,000 U.S. jobs added. While [5 percent is up from 4.9 percent](https://www.goodmorningamerica.com/news/video/job-market-defies-expectations-latest-report-108884077) in February, ABC News reports that the reason behind this trend is that there were more job seekers in the market, and not all were hired immediately. Many remain confident that this rate will remain steady over the next few months. Others believe that this steady unemployment rate is indicative of a healing economy. “The resilience of the labor market suggests that the economy is not in any serious trouble,” Paul Ashworth, chief U.S. economist at Capital Economics, told ABC News. **Is there more than just unemployed and employed?** While the job market may look to be on the rebound, industry analysts are taking closer looks at the hidden figures behind the normal unemployment rate. To uncover this, each week Gallup polls track the number of adults who are unemployed, employed and underemployed. When including this last category, the [true unemployment rate as of April 7, 2016](https://www.gallup.com/poll/127538/workforce-weekly.aspx), is 9.9 percent. Though the unemployment rate may be at an all time low, The Washington Post reports that this underemployment rate is still high and a growing problem in this country. Furthermore, many people and hiring managers may be unfamiliar with the term underemployed, as it is typically [referred to as the forgotten job market](https://www.usnews.com/opinion/economic-intelligence/2014/11/12/the-unemployment-rate-leaves-the-underemployed-invisible). **Unemployment may be down, but what about underemployment?** Underemployment traditionally refers to individuals who are either overqualified for their current position or are working part-time when they would rather hold a full-time position. The first classification of workers in this category, overqualified workers, are employees who hold a relatively low-skill position. For example, these workers would hold a postsecondary or even postgraduate degree, yet work as a waitress, bartender or lower-level office position. *“Hiring managers may be unfamiliar with the term underemployed.”* The two most common demographics of workers in this category include immigrants or college graduates. While immigrant job seekers may be limited by their English language proficiency, a prejudiced job market or non-transferable degrees, college graduates may struggle to find jobs due to a lack or experience, good grades or availability of entry-level positions. Meanwhile, even for those finding work in their field, they may be discouraged to only find part-time positions available. Instead of earning a sizable income in their industry, they are forced to support themselves or their family on half the earnings they were expecting to make. While there are numerous reasons that could cause this problem, some of the most prevalent include a lack of available job opportunities, poor child care service offerings, lack of public transportation and more. **What does this mean for hiring managers?** Hiring managers who are struggling to find qualified hires in an overly competitive job market should appeal to the underemployed for their next open positions. As they might not be actively seeking out other job opportunities, hiring managers might have to reevaluate their process to reach a greater audience. Initiating employee referral programs, advertising on social media or other personal marketing efforts may draw in these job-seekers. Once the underemployed apply at your company, try implementing [pre employment testing](https://employtest.com/) into your hiring process. These tests provide reliable results, showcasing whether or not applicants possess the necessary skills for the job. Interviews and resumes can be misleading, which is why your company needs employment tests to hire the best candidates faster and without the normal hiring process hassle. Contact EmployTest today to learn more! **Blog Categories:** Hiring Tips --- ### [Improve Patient Experience With Customer Service Tests](https://employtest.com/hrblog/improve-patient-experience-with-customer-service-tests/) **Published:** January 12, 2022 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes The pandemic has sparked intense changes in our day-to-day life and one of those changes has been the move toward [more thoughtful customer service](https://www.salesforce.com/resources/articles/customer-expectations/). This has been especially important for the healthcare sector. With the importance of customer service in healthcare increasing over time, customer service tests can help you improve your patients’ experience. Like many other industries in recent years, the healthcare sector faced digital transformation. Organizations [switched to working online](https://www.pewresearch.org/social-trends/2020/12/09/how-the-coronavirus-outbreak-has-and-hasnt-changed-the-way-americans-work/), with an increased need for new technologies that would ease this new way of working. And when it comes to the healthcare sector, going digital deeply changed its operations, culture, and relationship to technology. One part of this change was the increased importance of consumer-friendliness. Healthcare facilities have embraced digital capabilities to improve their relationship with patients. In search of ways to [enhance patient experience](https://hbr.org/2021/11/5-principles-to-improve-the-patient-experience), [pre-employment customer service tests](https://employtest.com/customer-service-aptitude-test) have been proven to help medical staff provide a better level of care. Table of Contents: - [The Importance of Customer Service in Healthcare](#importance-of-cs-in-healthcare) - [What Does Bad Customer Service in Healthcare Look Like?](#bad-customer-service) - [Patient Retention](#retention) - [How to Achieve Effective Consumer Relations in Healthcare](#effective-consumer-relations) - [Considering Customer Service Tests](#conclusion) ## **The Importance of Customer Service in Healthcare** We’ve discussed the [need for quality customer service roles](https://employtest.com/hrblog/the-importance-of-hiring-the-right-individual-for-a-customer-service-role) and the [cost of bad customer service](https://employtest.com/hrblog/whats-the-cost-of-poor-customer-service) in our previous articles. However, healthcare is considered to be different from other industries when it comes to providing customer experience. So, what makes the importance of customer service in healthcare stand out? You should consider medical staff as a special type of customer service representatives, with their daily goal being the improvement of the patients’ quality of life. When providing customer service, healthcare professionals must consider the way they view their patients. They need to be regarded as individuals needing medical help and support, rather than just revenue opportunities. While patients will usually contribute to the bottom line, they are so much more than just positive cash flow. By simply creating long-term connections, rather than treating patients as a one-time transaction, hospitals can drastically improve their customer experience. Unfortunately, the quality of this experience has decreased in recent years, along with the amount of time allotted for each individual patient. “A happy customer is a returning customer”, claims [InsideSmallBusiness](https://insidesmallbusiness.com.au/marketing/a-happy-customer-is-a-returning-customer). Patients who are satisfied with their healthcare providers are more likely to recommend them to friends, family members, and coworkers. Doctor-patient relationships are some of the best examples of customer loyalty in any industry. And the reputation a healthcare provider sets for providing good customer service, directly affects patient satisfaction. If left unsatisfied, it’s questionable if the patients will seek care in the same facility again in the future. With overwhelmed hospitals, new methodologies for patient care have opened, which have created new ways of providing a quality customer experience. For example, virtual doctor appointments and telemedicine have become extremely popular. 91% of people surveyed in a recent PwC [analysis](https://www.pwc.com/gx/en/industries/healthcare/top-health-industry-issues.html) have used video virtual clinical care at least once and plan to do so again. ## **What Does Bad Customer Service in Healthcare Look Like?** If a patient’s experience is consistently poor, it [can be difficult](https://www.researchgate.net/publication/321887918_Reputation_Management_in_Healthcare) for a healthcare provider to restore their reputation, despite the best marketing efforts. Some common [examples of poor customer service in hospitals](https://customerthink.com/the-6-most-common-customer-complaints-faced-by-medical-services/) are: - Scheduling difficulties - Long wait times - Patients not being listened to - Lack of professionalism in simple patient interactions Healthcare organizations that consistently provide poor patient experiences face serious consequences. Disrespecting patients and ignoring their problems are easy ways to provide horrible patient care. That’s why it’s important to know the level of customer service aptitude of your medical staff, as well as their ability to connect with their patients. One of the most effective methods to accomplish this is to screen applicants for these abilities, through pre-employment tests such as [healthcare aptitude tests](https://employtest.com/healthcare-aptitude-tests). ## **Patient Retention: A Safe Way To Stay Solvent** Patient retention is a crucial marker of success. It takes much more effort (and money) to acquire a new patient than to retain an existing one. A recent [survey](https://www.practicebuilders.com/blog/what-are-the-consequences-of-poor-patient-service/) found that almost 89% of patients will stop visiting a practice after a poor service experience. Forbes contributor Micah Solomon recognizes that patients’ time is wasted on unnecessary delays in service. Solomon’s advice is to take measures to prevent all possible delays, which applies to delivering lab results or scheduling appointments. [In his article](https://www.forbes.com/sites/micahsolomon/2014/09/08/7-things-hospitals-and-healthcare-professionals-get-wrong-about-the-patient-experience-and-patient-satisfaction/?sh=80a0e7c7e1d5), Solomon also points out something very important – improving patient experience has a snowball effect. Not only does working on patient experience help build better relationships with clients, but it also increases the efficiency of the organization’s practitioners and employees. The universal basics of effective customer service apply to the healthcare industry too. Employees should maintain eye contact with patients, speak politely and professionally, and address criticism as genuinely and tactfully as possible. This is crucial regardless of whether or not the issue can be resolved quickly. Relying on technology for tasks as simple as appointment scheduling can [create](https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5461760/) a better overall patient experience. This secures patient retention, and also improves the likelihood of referrals. ## **How to Achieve Effective Consumer Relations in Healthcare?** The phrase “patient-centered healthcare” is often used in the healthcare industry. This is because, in recent years, patients have recognized the power of choice. By becoming more selective about their service and requiring more from their providers, patients are [transforming the healthcare landscape.](https://knowledge-leader.colliers.com/shawn-janus/how-patients-are-changing-the-healthcare-landscape/) This change emphasizes the importance of patient connections more than ever before. The focus has been shifted from simple data points, such as readmission rates. Instead, activities that promote healthcare service quality, like building strong relationships with patients, have become the central measure of patient happiness. In turn, this has been shown to improve other crucial metrics. Patient satisfaction depends on having a good relationship with a healthcare provider, which should not come as a surprise. A [survey](https://participatorymedicine.org/epatients/2016/02/s4pm-survey-shows-people-want-to-collaborate-w-docs-and-co-produce-clinical-data.html) reported that most patients want a deeper relationship with their doctor. [Studies also show](https://hbr.org/2015/10/strong-patient-provider-relationships-drive-healthier-outcomes) that treatment outcomes are better if the doctor-patient relationship is deeper. In fact, according to [research by the Society for Participatory Medicine](https://participatorymedicine.org/wp-content/uploads/2016/01/SPM-Consumer-Survey-Release.02.02.16-FINAL-1.pdf), 88% of American adults believe that working with their healthcare provider, as a valued partner, will benefit their overall health. Doctors share this belief too. [Consumer Reports](https://www.washingtonpost.com/national/consumer-reports-asks-doctors-how-patients-can-help-themselves/2011/02/18/ABkA477_story.html?utm_term=.31648883fedb) states that “the most significant thing a patient can do to seek better medical treatment is to create a long-term connection with a primary-care physician, with 76% saying it would help quite a lot.” It can never be overstated just how personal a doctor-patient relationship can be. For this relationship to work, and for quality care to be given, there must be mutual trust. The healthcare providers must trust the patient’s honesty, and the patient must trust the staff enough to be open with them. ## **Considering Customer Service Tests** Customers have set the bar high for what they expect from customer service and experience across all industries. Never before have service providers faced such intense pressure to get things right. If they fail, they suffer consequences such as damaged reputation, lost clients, negative social media attention, and more. In todays’ competitive environment, organizations must perform well and deliver the best possible customer service, just to stay in business. The healthcare industry is not immune from these trends. Far from it, there is a critical need for healthcare workers to be both experienced and customer-oriented, for the patients, first and foremost. Unfortunately, job interviews and references alone can’t predict if medical staff members have these basic customer service skills prior to being hired. As a result of this challenge, healthcare providers should use tools to screen candidates for these necessary skills and abilities. [Pre-employment tests](https://employtest.com/explore) are efficient and reliable tools to help tackle the challenge of understanding your applicants’ abilities. These tests offer unbiased and objective metrics that employers can use to ensure the right candidates are being hired. [EmployTest](https://employtest.com/) offers a wide mix of pre-employment tests to measure the skill sets of a candidate: [healthcare aptitude tests](https://employtest.com/healthcare-aptitude-tests), [customer service aptitude tests](https://employtest.com/customer-service-aptitude-test), [workplace success profile tests](https://employtest.com/workplace-success-profile), and [other employment testing solutions](https://employtest.com/explore). Contact us and try a[ free sample test](https://employtest.com/sample-employment-test) today! **Blog Categories:** customer service aptitude test, customer service tests --- ### [Benefits and shortcomings of blinding your hiring process](https://employtest.com/hrblog/benefits-and-shortcomings-of-blinding-your-hiring-process/) **Published:** March 7, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![A bling hiring process may help companies become more inclusive during their hiring process.](https://pictures.contentlead.com/A-bling-hiring-process-may-help-companies-become-more-inclusive-during-their-hiring-process_16000902_40030537_1_14106331_500.jpg) A bling hiring process may help companies become more inclusive during their hiring process. During the 1970s, the majority of all symphony orchestras across the country contained only white male musicians. What caused this phenomenon? Most directors claimed that this demographic of applicants were the only qualified candidates who would apply, *New York Times Magazine’*s Claire Cain Miller wrote. To alleviate this problem, judges began screening candidate behind a literal screen, so that they could not see the candidate while they played, in a method known as blind auditions. Instead of watching the musician play, the judges had to simply listen to their music, without being lead astray by their preconceived biases. According to study results from researchers at Harvard and Princeton, of those orchestras that integrated blind auditions into their hiring process, women were 25 and 46 percent more likely to be hired. As a direct result of this lessened hiring bias, more female musicians began applying, dramatically changing the ratio of male to female musicians over time. ![Some companies are turning to blind hiring methods to be more inclusive during their hiring process.](https://pictures.contentlead.com/x_0_0_0_14126020_800.jpg)Some companies are turning to blind hiring methods to be more inclusive during their hiring process. **Is this still a problem today?** Recently, major tech industry organizations discovered that they have a serious lack of diversity. Google, for example, found in 2014 that very small percentages of its staff were minorities. [A](https://www.nytimes.com/2016/02/28/magazine/is-blind-hiring-the-best-hiring.html?_r=0)[n estimated 2 percent were black and 3 percent Latino](https://www.nytimes.com/2016/02/28/magazine/is-blind-hiring-the-best-hiring.html?_r=0) and only around 30 percent or less were female. To change this, entrepreneurs such as Petar Vujosevic, the founder of GapJumpers, have paved the way toward hiring equality. GapJumpers, a website where employers can post challenges which applicants can complete to apply for an open position, is just one way hiring managers can hire based on applicants’ skills, not just based on interviews or resumes. “Right now, we are able to do blind auditions for software engineering roles, design roles, marketing roles, communication roles and allow candidates that might on paper not be a good fit, prove that they actually are,” Vujosevic explained to Brenda Salinas at *NPR*. For companies looking to create an equal hiring process, [pre-employment tests](https://employtest.com/), like GapJumpers challenges, have shown to dramatically improve hiring processes, allowing hiring managers to become more inclusive and make smarter hiring decisions. **Is blind testing the only solution?** J.T. O’Donnell, CEO of career services site Careerealism, explained to Roy Maurer at the *Society for Human Resource Management*, however, that [skills tests](https://employtest.com/tests/) should not completely replace personal interaction. *“Hiring managers can hire based on applicants’ skills, not just interviews.”* “You can have the most talented and experienced person in the world, but if their personality doesn’t mesh well with the team, it won’t work,” O’Donnell said. “Any manager who’s hired on experience or skills only and then finds out that the person is a horrible fit learns that lesson.” These tests are most effective when paired with a face-to-face interview. No matter how many skills an employee has, if they are unpleasant to work with, this will dramatically alter the morale of a team. Finding a desired balance between blind testing methods and traditional in-person interviews will ensure that hiring managers neither hire solely based on experience or just because they like a candidate. With this in mind, after receiving the test’s results, hiring managers can make a shortlist of desired candidates who meet the needed skills qualifications. Then, hiring managers can further weed down their list of candidates through perusing their resumes for serious discrepancies or errors. Afterwards, managers can invite the selected applicants for an interview to see if they would be a positive addition to their staff. Though not strictly a blind hiring process, this ensures that personal biases do not cloud hiring managers’ selection processes, so that they can hire the right person for the job, not someone who merely went to the same college as they did or is charismatic. Pre-employment tests also help keep managers accountable and not be discriminatory during the hiring process, so that organizations are protected from any infringement of hiring regulations or future lawsuits. To learn more about pre-employment testing, [contact EmployTest today](https://employtest.com/contact-us/) to learn more! **Blog Categories:** Hiring Tips --- ### [Revolutionizing Government Hiring: The Skills Assessment Test for Employment Take Center Stage](https://employtest.com/hrblog/government-skills-assessment-test-for-employment/) **Published:** August 31, 2023 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ### **What is a Government Skills Test?** Federal agencies commonly use pre-hire skills assessments, such as general ability tests, to evaluate key cognitive abilities in job candidates. These exams measure aptitudes like verbal, math, and analytical reasoning through multiple-choice questions that require no prior knowledge. Gone are the days when a college degree was the golden ticket to government employment. [In 2020,](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/executive-order-puts-emphasis-on-skills-over-degrees-for-federal-jobs.aspx) a Presidential Executive Order told federal agencies to put less weight on degrees and more on actual skills. That change opened the door for people with talent and experience, but without a college diploma, to finally get a fair shot. If you’ve got the skills, that’s what matters most now. ## A History of Hiring Hurdles The US Federal government has had its fair share of hiring hurdles. - Applicants commonly complain of painfully long wait times before receiving a hiring decision. - Listing openings that are already filled internally to comply with posting requirements. - Allowing HR staff unfamiliar with roles to drive hiring choices over departmental managers - Mandatory hiring preferences that restrict applicant pools, forcing managers to pass on more qualified candidates. Like a rookie sidekick getting to choose the Justice League roster, these complications and setbacks sometimes kept the best heroes out of the running. ### A Better Way to Hire: Skills Tests and Structured Interviews In 2019, the US Digital Service stepped in to help two agencies fix the broken process. [Their goal](https://www.govexec.com/management/2019/10/efforts-reform-federal-hiring-already-showing-results/160781/) was to increase manager evaluations of pre-qualified or “certified” applicants. Before this, candidates could self-rate abilities from 1-5 when applying on [USAJobs.](https://www.usajobs.gov/) However, self-assessments are unreliable. Applicants may oversell skills or misunderstand role requirements. The solution was to have subject matter experts develop structured interviews and [pre-hire skills assessments.](https://employtest.com/basic-employment-skills-test/) This showcased applicants’ skill level before referral to managers. The result? Managers got a shortlist of qualified applicants who had already proven they had the right skills. ![Revolutionizing Government Hiring The Skills Assessment Test For Employment ](https://employtest.com/wp-content/uploads/2023/08/Revolutionizing-Government-Hiring-The-Skills-Assessment-Test-for-Employment-Take-Center-Stage.jpg "Revolutionizing Government Hiring The Skills Assessment Test For Employment Take Center Stage") ### Private Sector Parallels & The Need for Skills Assessment Government hiring isn’t the only place where bad habits live. Plenty of private companies also post jobs they’ve already filled, lean too heavily on HR, or rely on resume buzzwords instead of real performance. That’s why more businesses are turning to pre-employment testing. They’ve seen that checking skills upfront leads to better hires, lower turnover, and a lot less guessing. Whether you’re public or private, the goal’s the same: hire people who can actually do the job. ### The Impact of Pre-Hire Assessments on the Skilled Workforce This change isn’t just good for agencies. It’s a game-changer for people with real-world skills who’ve been overlooked because they didn’t go the traditional route. Prove [critical thinking skills](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/)? Ability to ace a [pre-hire personality test](https://employtest.com/personality-profile/)? Verify [leadership potential?](https://employtest.com/supervisor-aptitude-test/) Pre-hire assessments offer the tangible evidence candidates need to demonstrate their hidden strengths. This new approach levels the playing field, creating opportunities for lower-income candidates. No more needing to wield a degree like Thor’s hammer to gain entry. It’s all about the skills you possess and the talents you’re ready to unleash. ### Unlocking a World of Potential with EmployTest Pre-hire skills tests help agencies and companies make smarter hiring decisions. A [skills assessment test for employment](https://employtest.com/) shows applicants’ abilities before you extend an offer. Aligned with the guidelines of the US Department of Labor and the EEOC, it shows exactly what each applicant brings to the table. When you read the pre-employment skills testing results report, you’ll see what your heroes can do before they even set foot through the door. Transform your recruitment process; [request a demo of our advanced testing platform](https://calendly.com/employtest-sales/test-talk)! **Blog Categories:** pre-employment test --- ### [Effective Strategies for Public Sector Recruiting](https://employtest.com/hrblog/effective-strategies-for-hiring-government-employees/) **Published:** July 18, 2023 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **What are the elements of a successful recruiting strategy in government**? A successful government recruiting strategy includes clear, detailed job descriptions, highlighting benefits like job security and advancement, using social media to reach candidates, and applying pre-employment tests to accurately identify essential skills. Hiring government employees differs from recruiting in the private sector. Fortunately for hiring managers, team members from entry-level careers to executive branch employees [report high levels of satisfaction](https://www.opm.gov/policy-data-oversight/data-analysis-documentation/employee-surveys/results/2022-employee-survey-results) with their roles. Jobs in public service offer distinct benefits, so it is really important for recruiters and HR professionals to promote these advantages when hiring quality government employees. This blog post will provide practical tips for government recruiting by using the resources and tools available to you. ## Table Of Contents: - [Benefits of Government Jobs for Today’s Workers](#Benefits-of-Government-Jobs-for-Todays-Workers) - [Strategies for Recruiting Government Employees](#Strategies-for-Recruiting-Government-Employees) - [Pre-Employment Testing for Government Employees](#Pre-Employment-Testing-for-Government-Employees) - [Skills Testing for Hiring Government Employees](#Skills-Testing-for-Hiring-Government-Employees) - [How are most government employees hired?](#How-are-most-government-employees-hired) - [Conclusion](#Conclusion) ## Benefits of Government Jobs for Today’s Workers Jobs in the public sector offer numerous benefits that are [attracting today’s workers.](https://www.opm.gov/fevs/reports/governmentwide-reports/governmentwide-reports/governmentwide-management-report/2022/2022-governmentwide-management-report.pdf) Not only do they provide stability and security in the often unpredictable job market, but also competitive compensation packages, opportunities for advancement, and the ability to perform meaningful work. **Job Security and Stability** Whether you’re a beginner or a senior-level federal employee, it’s reassuring to have the knowledge that [your job is safe.](https://www.indeed.com/career-advice/finding-a-job/working-in-government#:~:text=Once%20hired%E2%80%94in%20most%20cases%E2%80%94you%27ll%20enjoy%20substantial%20job%20safety,that%20can%20be%20common%20in%20the%20private%20sector.) Many individuals employed in the public sector tend to have lengthy careers or the ability to decide when they want to resign, as opposed to experiencing the instability of layoffs and high employee turnover that is often seen in the private sector. **Competitive Compensation Packages** The pay scale for government positions is typically very competitive with the private sector. In addition to salary, many roles come with excellent [benefits packages](https://www.usajobs.gov/Help/working-in-government/benefits) which include health insurance options that don’t require federal employees to contribute significantly towards premiums. This makes them especially attractive to newly hired employees who value comprehensive coverage. **Career Advancement Opportunities** In a[ 2022 report,](https://a%20reported%2084%25%20of%20federal%20employees%20participated%20in%20achieving%20organizational%20missions./) federal employees worked harder in their current position because they were aware of the potential advancement opportunities available to them. Whether new or senior-level federal employees, they are offered significant resources[ towards personnel management.](https://www.opm.gov/fevs/reports/governmentwide-reports/governmentwide-reports/governmentwide-management-report/2022/2022-governmentwide-management-report.pdf) This includes access to training programs targeting professional growth among their staff members, and most positions feature detailed career ladder plans. **Serving Your Community** Last but certainly not least among these advantages is the chance to serve one’s community [through meaningful work; ](https://sloanreview.mit.edu/article/the-importance-of-meaningful-work) the satisfaction derived from contributing positively to society explains why public sector employees report high levels of job satisfaction. A reported [84% of federal employees](https://www.opm.gov/fevs/reports/governmentwide-reports/governmentwide-reports/governmentwide-management-report/2022/2022-governmentwide-management-report.pdf) participated personally in achieving organizational missions. Smart executive branch employees understand the importance of encouraging their team members to be part of programs that contribute to the environment, social justice, or other worthy causes. ## Strategies for Recruiting Government Employees Recruiting government employees can be tough, but fear not. With these strategies, you’ll have top talent flocking to your organization. - **Create Clear Job Descriptions:** Make sure your job roles and responsibilities are crystal clear. This way, you’ll attract qualified candidates and avoid any confusion. - **Promote Your Organization’s Benefits:** Government jobs come with awesome perks like health insurance and retirement plans. Identify these benefits in your job postings to catch the eye of potential applicants. - **Leverage Social Media:** Get social. Use platforms like LinkedIn or Facebook to connect with candidates who might not be actively job hunting. - **Incorporate Pre-Employment Testing:** Don’t rely solely on resumes. Use pre-employment tests, like EmployTest, to uncover hidden skills and abilities. These tools are essential in federal government jobs recruitment and can help identify the best fit for public sector roles. Remember, consistency is key. Align all stages of your hiring process to find the best candidate for the job. ## Pre-Employment Testing for Government Employees It’s important to understand the value of **pre-employment testing w**hen hiring government employees for the public sector. By [employing pre-employment tests](https://employtest.com/tests) such as cognitive ability tests, personality assessments, and situational judgement tests. - [**Personality Assessments:**](https://employtest.com/personality-profile) Evaluate traits like conscientiousness and emotional intelligence, which can predict job performance. - [**Cognitive Ability Tests:**](https://employtest.com/cognitive-and-reasoning-tests-for-applicants) Measure problem-solving, critical thinking, and learning agility. - **Situational Judgement Tests:** Gauge how applicants handle real-life scenarios related to their potential roles. Incorporating pre-employment testing improves the quality of your hires in government sectors and makes sure your tests comply with [fair employment practices](https://www.eeoc.gov/prohibited-employment-policiespractices). Just remember to select tests relevant to the specific position you’re filling. ## Skills Testing for Hiring Government Employees Skills testing is a big deal when it comes to hiring government employees. It’s like a measuring tape for a candidate’s abilities, giving you an objective way to see if they can actually do the job. The [Office of Personnel Management (OPM)](https://www.opm.gov/policy-data-oversight/assessment-and-selection/other-assessment-methods/job-knowledge-tests) agrees, as they recommend using different types of skills tests for federal jobs. Think written skills exams, oral presentations, and practical demonstrations. - **Skills Testing:** These tests check if candidates know their stuff. Like a pop quiz, but for grown-ups. - **Oral Presentations:** These tests see if candidates can talk the talk. - **Practical Demonstrations:** These tests make candidates show what they can do. It’s like a talent show, but with job skills. But don’t stress about all the testing. You can easily identify the top-notch candidates for government positions without any difficulty. The tools offered by EmployTest can save valuable time all while making your process more efficient with pre-hire testing solutions tailor-made for government roles. ## How are most government employees hired? [Most government employees](https://www.usajobs.gov/Help/how-to/job-announcement/overview) are hired through a competitive process involving application review, testing, and interviews. The [government hires people](https://www.gao.gov/assets/gao-18-428.pdf) by posting vacancies on the USAJOBS website, reviewing applications, conducting tests and interviews, and then making an offer. ## Conclusion By understanding the factors behind high job satisfaction in government roles and implementing effective recruitment strategies, you can attract quality candidates who will thrive in your organization. We can help make hiring government employees more successful. Build a team that excels in their roles, contributes to a positive work environment, and drives success by using [EmployTest’s](https://employtest.com/) pre-employment testing solutions. **Blog Categories:** Employment Tips,Hiring Tips,employment tests, Hiring Tips --- ### [End Poor Hiring Decisions with a Microsoft Excel Test](https://employtest.com/hrblog/microsoft-excel-test-for-hiring/) **Published:** January 22, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### What is Usually on a Microsoft Excel Test? A Microsoft Excel test typically covers skills such as data entry, formatting cells/sheets, using formulas and functions, creating charts/graphs, working with pivot tables, using conditional formatting, performing data analysis, and demonstrating Excel best practices through practical, job-related exercises. If you are tired of hiring applicants who end up not having the Microsoft Excel skills you envisioned, you are not alone. It’s a common problem, but there’s a solution: providing job candidates with a [Microsoft Excel test](https://employtest.com/excel-tests-job-applicants/). These [pre-employment assessment tests](https://employtest.com/) can help you confirm those resume-reported Excel skills, identify the right candidate for the job, and improve your hiring process. ## **The Truth Behind Inflated Excel Resumes** Companies rely heavily on spreadsheets. From tracking inventory to visualizing sales data, Excel plays a central role in day-to-day operations. Given this, it’s no surprise that proficiency in Excel has become a basic requirement for many jobs. However, [**85% of hiring managers**](https://www.hrdive.com/news/monster-85-of-recruiters-say-candidates-exaggerate-skills/565419/) report catching candidates exaggerating their Excel abilities on their resumes. Once hired, these candidates end up costing their employers time and money for not only mistakes, but also additional training to bring them up to speed. Why do so many applicants inflate their Excel skills? There are a few key reasons: #### **Applicants Want the Job** Applicants know that Excel expertise gives them an edge, so they overstate their abilities, hoping to land the job. They plan to learn on the fly once hired. #### **Self-Evaluation is Flawed** Many applicants genuinely believe they have “advanced” Excel skills. However, with no standardized benchmarks, their self-assessment is often inaccurate. #### **Range of Skills Varies** Even truly skilled candidates may only be advanced in some Excel features, lacking in others. Without probing for specific capabilities or reviewing work examples, resumes provide limited insights. As more applicants exaggerate their Excel skills on resumes, it’s important to accurately test candidates to eliminate applicants who won’t be able to perform the necessary tasks for the role you are trying to fill. [**Using a Microsoft Excel test for employment**](https://employtest.com/excel-tests-job-applicants/) can help you identify candidates with the right Excel skills for the job, saving time and resources in the long run. ## **The Costs: Time, Resources & Frustrations** Once inflated Excel resumes make it past the screening process, the costs start piling up for employers:![Image of Microsoft Excel Project Work Commitments Closing In On Her](https://employtest.com/wp-content/uploads/2015/09/work-commitments-are-closing-her-shot-young-businesswoman-looking-stressed-out-demanding-office-environment-300x200.jpg) #### **1. Time Spent Training** Employers invest many hours training employees up to speed in Excel. This training can span weeks and leads to major productivity lags. #### **2. Opportunity Costs** All that training time translates to lost productivity. Employers aren’t getting the return expected on the role. #### **3. Employee Frustrations** When employees lack the skills for the job, their teammates may feel overwhelmed and frustrated, which can lead to a decrease in morale and engagement. #### **4. Business Costs** One small mistake can lead to a big mess and cost your company thousands of dollars. When reports show incorrect information due to an Excel error, it can lead to wrong business decisions, potentially losing customers and revenue. Clearly, inflated Excel resumes can seriously hurt productivity and performance. The key is catching these resumes earlier in the hiring process. ![End Poor Hiring Decisions With A Microsoft Excel Test](https://employtest.com/wp-content/uploads/2024/01/End-Poor-Hiring-Decisions-with-a-Microsoft-Excel-Test.jpg "End Poor Hiring Decisions With A Microsoft Excel Test") ### **Microsoft Excel Test for Employment: Your Resume Lie Detector** To prevent wasted training time and costs down the line, savvy employers use an [excel exam for employment](https://employtest.com/excel-tests-job-applicants/) in the hiring process. These interactive, real-world tests assess candidates against important skills needed for the job. Instead of vague resume claims, you get objective insights into candidates’ true Excel levels. Excel skills tests offer several advantages over resumes and interviews alone: #### **Accurate Benchmarking** Using real-world scenarios, Excel skills tests objectively assess candidates against core competencies for the role. No more relying on subjective self-evaluations. #### **Reduced Training Time** By weeding out candidates who lack skills early, you cut down on training needs after hiring. #### **Better Long-Term Productivity** With Excel proficiencies assured from day one, employees hit the ground running. This means better long-term productivity for your company. #### **Enhanced Candidate Experience** When you hire based on skills, you’ll minimize the frustrations that your under-skilled employees face. This will lead to better engagement and retention of your staff. #### **Choosing the Right Microsoft Excel Skills Test** With many Excel test providers out there, it’s essential to choose a [skills-testing platform](https://employtest.com) focused on quality, that also offers pre-configured and custom Excel skills tests developed based on Excel best practices. Key features include: - Interactive format based on real Excel tasks - Detailed insights into areas of strength vs development - Customizable for different job needs By integrating Excel skills testing early in your hiring process, you can save significant time and cost savings in the long term. Why gamble on inflated Excel resume claims when you can objectively confirm skills from the start? **Try a free** [**sample test**](https://employtest.com/pre-employment-test-sample) **today!** **Blog Categories:** microsoft office tests --- ### [Struggles with healthcare employee retention](https://employtest.com/hrblog/struggles-with-healthcare-employee-retention/) **Published:** February 15, 2016 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![Google Logo](https://pictures.contentlead.com/What-is-your-organization-doing-to-improve-its-retention-rate_16000902_40029674_1_14070291_500.jpg) What is your organization doing to improve its retention rate? When an employee leaves, the workload increases for those workers left behind, which in turn affects the quality of care given to each patient. If patients are then unhappy with their experience, this could directly impact revenue, which in turn could negatively affect the staff. The vicious cycle continues when more employees leave due to feeling unsatisfied about their working environment. ![Why is retention such as problem in the healthcare industry?](https://pictures.contentlead.com/x_0_0_0_14069789_800.jpg)Why is retention such as problem in the healthcare industry? Healthcare organizations that are experiencing higher than normal employee turnover rates should first address why there has been a recent spike. Once dealt with, employers can begin to change their retention rates for the better. Before this can occur, hiring mangers should ask themselves these few probing questions: - Has my organization changed its management approach in the past few months? - Have their been increases in the staff’s workload? - Are their growth opportunities for employees or resources to further their career? - Do employees report high rates of dissatisfaction with certain areas of the company or management? Once answered, these results could shape the way healthcare entities create strategies to retain their workers. With the introduction of telemedicine and laws like the Affordable Care Act, healthcare workers must be more efficient and versatile than ever, which can cause significant amounts of stress. Research tends to show that incredibly stressed employees tend to switch jobs quickly should the workplace environment not improve. *“Office morale is important.”* To lessen this burden, many healthcare organizations are boosting wages, offering employee engagement activities, providing support resources and involving their staff during the hiring process. Though not all entities can afford to significantly raise salaries, offering incentive opportunities or bonuses for employee referrals or giving out gift cards to high-performing workers can boost workplace morale. Office morale is important considering the line of work your employees are in. Depending on the industry, they may be dealing with seriously ill or dying patients, which over time, can negatively impact their emotional state. Providing in-house counselors or resources to deal with these workplace struggles can help them continue to perform to their best ability and be more grateful to your organization. Through implementing peer interviews, new hires will have the opportunity to meet their coworkers before their first day, streamlining the onboarding process and making them feel more comfortable at work. It also allows for employees to feel empowered about having a say about those they work with. Integrating a [healthcare aptitude test](https://employtest.com/medical-office-testing/) or other [pre employment tests](https://employtest.com/) into your hiring process will also cut down on wasted time spent interviewing unqualified candidates. Poor hires cause major losses in money and time for a company, which is why these [tests](https://employtest.com/tests/) go beyond the resume, providing accurate results about what skills candidates actually possess. [Contact EmployTest today](https://employtest.com/contact-us/) to learn more about how we can help your healthcare organization improve its employee retention rates! **Blog Categories:** Medical Tests --- ### [Diversity & Inclusion Helped by Pre-Employment Testing](https://employtest.com/hrblog/diversity-inclusion-helped-by-pre-employment-testing/) **Published:** October 21, 2020 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes You’ve likely heard the famous Harvard/Princeton [study](https://princeton.edu/news/2000/11/28/blind-orchestra-auditions-better-women-study-finds) that examined what happened when symphonies around the world began holding’blind auditions.’ The rate of female musicians who moved on to the next phase of the process increased by 50%. The study may be dated, but the data holds true. The more preconceived notions and unconscious biases are removed from the hiring process, the more diversity is increased. When it comes to removing bias from hiring, many tools are available to employers. AI can be leveraged to remove any data from an application that may skew for or against a job seeker. Once screened, [pre-employment testing](https://employtest.com/) can boost diversity hiring goals by focusing on skills alone. Can the candidate perform the tasks required: and further, do they have the skill set to grow on the job, within the team and organization? When hiring, the focus must be on the work, not the worker, whether furthering D&I drivers or simply hiring the best candidate for the job. **Diversity Means Profitability** Businesses small and large realize the value of removing bias from the hiring process and building inclusive teams. Organizations more diverse, finds [McKinsey](https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters), were 25% more likely to generate above-average profitability in 2019: up 10% from their same *Why Diversity Matters* study of 2014. National [initiatives](https://www.whitehouse.gov/ostp/news-updates/2021/09/30/nstc-best-practices-for-diversity-inclusion-in-stem-education-research-a-guide-by-for-federal-agencies/) have changed the focus to leveragable job skills rather than degree completion as an arbiter of potential success. A study published in Harvard Business Review examined the most common bias in hiring and its ultimate value to employers. Many consider a degree from the most elite university forecasts high level performance. But [data](https://hbr.org/2020/09/graduates-of-elite-universities-get-paid-more-do-they-perform-better?utm_medium=email&utm_source=newsletter_daily&utm_campaign=mtod_actsubs&utm_content=signinnudge) reveals graduates from higher-ranked universities performed only nominally better than lesser ranked institutions. For every 1,000 positions business saw an increase of overall performance of only 1.9%. Even the largest disparity in performance, between the highest and lowest ranked universities, was only 19%. The study suggests relying on what were once considered ‘tried and true’ data points has [little value in predicting candidate success](/hrblog/why-a-candidates-experience-isnt-everything-during-the-hiring-process) and their value to an organization. **Tech Without a Work-around** We know screening AI helps further diversity goals by removing references that might identify an applicant’s characteristics. It can eliminate personal data, and university/college names, focusing only on required degrees. It’s an important first step in hiring without bias. Candidates, however, have learned the ways of tech and how to customize their application to meet screening criteria. Years’ experience may stretch somewhat; titles change; keywords are included, all in an effort to get past the first hiring hurdle. For the most part, recruitment professionals see resumes of qualified candidates, but in some cases, less-than-stellar job seekers make it through. When time-to-hire and candidate experience are top priorities, it’s critically important for hiring authorities to focus on the best possible talent, not sift through the unqualified. The next step in the process makes that goal achievable. **Testing Equals Parity** Pre-employment testing [advances the unbiased hiring process further](/hrblog/how-hr-can-improve-diversity-efforts-in-the-workplace). Candidates who have the skills, experience and talent move through testing with ease. Those who may have exaggerated their background are quickly eliminated. When recruitment professionals leverage tests to pre-qualify, bias is further removed: skills are the only criteria. Pre-employment assessment tools can utilize anything from a shortlist of questions to verify candidates know their field to complex psychometric tests that uncover desired attitudes and behaviors. Situational judgment tests present the job seeker with an circumstance they may encounter and assess their response. All pre-employment testing sets an bar that’s equitable. When all candidates respond to the same questions, parity in the process is achieved. **Testing Equals Access** Application processes optimized for mobile reach a wider audience. Glassdoor [found](https://www.glassdoor.com/research/mobile-job-search/) almost 60% of applicants are looking for and applying to jobs with their smartphone. When pre-employment testing advances the job seeker further in the hiring process, employers are more likely to access a wider, more diverse talent pool. It’s historically been human nature to gravitate toward our ilk: in business, hiring those who think as we do; share our history and values. Homogenous hiring doesn’t produce innovation: it only perpetuates stagnation. Organizations that value diversity and look to create an inclusive workplace have more tools than ever to break the cycle of workplace uniformity. Pre-employment testing hones in on the ability to perform the work, not the characteristics of the worker. When talent is hired for talent rather than traits, and candidates are considered for their skills rather than where they earned them, organizational D&I goals transform into D&I success. [EmployTest](https://employtest.com/) specializes in developing [pre-employment tests](https://employtest.com/pre-employment-test-sample/) for the public sector (government), companies, and nonprofits – and learn more about your options on our [test list](https://employtest.com/tests/). --- ### [How Using Pre-Employment Microsoft Office Testing Will Help You Reduce Mis-Hires](https://employtest.com/hrblog/how-using-pre-employment-microsoft-office-testing-will-help-you-reduce-mis-hires/) **Published:** October 5, 2021 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Organizations can no longer afford to hire the wrong people in today’s competitive economy. Each year, businesses lose [billions of dollars](https://www.inc.com/don-charlton/this-invisible-problem-is-costing-employers-500-billion-per-year.html) in lost productivity and missed opportunities due to a poor hiring process. It’s no exaggeration to say that the costs of recruiting, interviewing, training, and onboarding a new employee pile up quickly. A “mis-hire” is someone who was employed or promoted from within the company but does not meet the company’s standards nor has the required abilities. When this occurs in a managerial role, it’s projected that [the cost is at least five times](https://talentpartnersinc.com/cost-of-a-mishire/) the person’s annual salary, and sometimes even more. Companies should be actively looking for ways to improve the hiring process. When it comes to reducing mis-hires, [using pre-employment Microsoft Office testing](https://www.omega-rehab.com/7-reasons-require-preemployment-testing/#:~:text=Preemployment%20Testing%20is%20Objective&text=This%20will%20allow%20you%20to%20predict%20a%20candidate's%20job%20performance,skills%20along%20with%20personality%20traits.) to properly screen candidates and determine whether or not they are appropriate for the post can be extremely advantageous. In this article, we discuss: - [Clerical and Admin Worker Employment Statistics](#employment-stats) - [The Cost of Losing Employees](#cost-of-losing-employees) - [The Value of Self-Sufficiency in Remote Workers](#remote-work) - [The Importance of Clerical Skills](#clerical-skills) - [Choosing the Test for Your Needs](#choosing-the-test-for-your-needs) - [How to Deal With Candidates Who Don’t Score Well](#candidates-who-dont-score-well) ## **Employment Statistics for Clerical and Admin Workers** Zippia is a company that uses a database of 30 million profiles to analyze demographics and statistics for clerical workers in the United States. For accuracy, estimates are cross-checked against BLS, Census, and current job vacancies data. After an extensive investigation and analysis, Zippia’s data science team discovered that the demand for clerical workers [has skyrocketed](https://www.zippia.com/clerical-worker-jobs/demographics/) in the past decade. This is not surprising because more [people now work in offices](https://www.ey.com/en_uk/workforce/four-reasons-why-the-office-environment-is-still-key-to-employee), and the demand for clerical skills has grown. For anybody who works in an office, excellent clerical and admin skills are essential to performing the daily tasks. These skills are the abilities they use to keep an office running smoothly and efficiently. These are the administrative duties that need to be done hourly in office settings, such as meeting scheduling and record maintenance. Regardless of the job title, most clerical and admin work will require the use of Microsoft Office applications, such as Word, Excel, and PowerPoint, at some point. It would be very difficult to function without these programs because almost everyone is familiar with them. As a result, before recruiting a new clerical worker, it is [critical to conduct intermediate computer skills testing.](https://www.omega-rehab.com/7-reasons-require-preemployment-testing/#:~:text=Preemployment%20Testing%20is%20Objective&text=This%20will%20allow%20you%20to%20predict%20a%20candidate's%20job%20performance,skills%20along%20with%20personality%20traits.) Selecting properly will reduce churn, turnover, and employment expenditures – as discussed in our previous article “[Is There Still a Need for a Microsoft Office Skills Test?](/hrblog/is-there-a-need-for-microsoft-office-skills-test)“. ## **The Costs of Losing Employees** Employee turnover is a significant corporate risk. It’s a cost that must be considered, even at the beginning of the hiring process. The goal is to attract excellent employees who will perform well and stay with the company for many years and employers must play an active role in keeping the employees engaged. Lack of engagement, no matter the reason, will increase turnover and all of the costs that go along with it. The average yearly turnover rate across all industries is 19%, which includes both voluntary and involuntary turnover. The rate of turnover varies substantially depending on the industry. [With a turnover rate of 20.9%](https://www.shrm.org/hr-today/news/all-things-work/pages/to-have-and-to-hold.aspx)[,](https://www.shrm.org/hr-today/news/all-things-work/pages/to-have-and-to-hold.aspx) technology companies are in serious jeopardy, ranking fourth after retail, manufacturing, and consumer goods. The cost of turnover is enormous. Losing an employee is estimated to cost [1.5-2 times the employee’s income](https://www.huffpost.com/entry/how-much-does-employee-turnover-really-cost_b_587fbaf9e4b0474ad4874fb7). The financial burden varies depending on the individual’s level of seniority. It costs an average of $1,500 per employee for hourly workers. The cost of technical professions can rise to 100-150% of the wage. C-suite change can cost up to 213% of a person’s income. Although there are a variety of reasons that contribute to employee turnover, some of which are voluntary while some are not, businesses should make a conscious effort to minimize hiring mistakes, especially when there are tools to help increase the likelihood of hiring success. ## **Having Self-Sufficient Employees for Remote Work** Employees that have been effectively trained tend to complete their tasks faster. The reasons for training staff are obvious and include reducing errors, improving work quality, providing better customer service, avoiding legal or regulatory liabilities, and more. Increased employee efficiency, on the other hand, is one of the most powerful motivators. With more companies now allowing employees to work from home, either full-time or hybrid, the concept of training and onboarding is evolving. The value of self-sufficiency is becoming critical. Employees that are employed remotely and perform remote work must be able to learn on their own. Employees who can solve their own problems are [more likely to recall](https://www.psychotactics.com/art-retain-learning/) what they’ve learned, feel more secure in their talents, and free up time for their managers to focus on higher-level tasks. Independently checking if job applicants have the abilities that they claim is an important step toward identifying those most skilled applicants, before you hire them. ## **How Important It Is to Find Employees with Clerical Skills** Employees with outstanding clerical and admin abilities help a firm at its most basic work level, adding value, efficiency, and momentum to their work efforts. Small clerical errors (such as dropped commas or misplaced papers) might result in a loss of money or embarrassment for the firm, which is why even basic [computer skills testing is essential.](https://www.thebalancecareers.com/clerical-skills-list-and-examples-4148486) There can be significant dangers associated if a new hire has solid industry knowledge, but weak clerical skills. They could, for example, incorrectly report and record financial or other crucial information. If this goes undetected, the company could lose money, energy, and momentum in the marketplace. Even worse, employees tend to [overestimate](https://www.apa.org/monitor/feb03/overestimate) their knowledge. This is known as the Dunning-Kruger effect, and it applies to everyone, regardless of what skills are discussed. With the knowledge of Microsoft Office skills being of such [vital importance](https://www.indeed.com/career-advice/finding-a-job/administrative-office-skills) for clerical positions, pre-employment Microsoft Office testing should now be used to screen for the real work expertise before allowing an applicant to interview. ## **Collaborative Work Skills are Essential for Administrative Work** As work is no longer a physical location where employees go to, and in-person interactions are rapidly becoming computerized, remote collaboration is essential in the workplace. After all, we’re less likely to be sitting around a conference table any time in the next few years. Even though there are certain challenges when it comes to collaboration it still helps workers thrive in an environment that is becoming increasingly scattered and computerized. Employees can cooperate more easily, prioritize their activities, and [create better relationships](https://socialchorus.com/blog/employee-engagement-key-to-company-success/), no matter where they are. Virtualization and cloud computing have made it easier for employees to collaborate, especially with Microsoft Office programs like Word, Excel, and PowerPoint. Using shared papers and co-authoring, it is now possible to encourage transparency between departments. Maintaining file organization and ensuring that all team members have the most recent versions for collaborative editing can help keep a project on track. Employees with limited knowledge of Microsoft Office programs [cost firms more](https://talentpartnersinc.com/cost-of-a-mishire/) in today’s market, and that lack of knowledge can cause a drag on productivity. ## **How to Use the Tests as a Jumping Point for Selecting an Employee** ## While most people are comfortable with technology in a personal context, using Office programs in a work environment requires an upgraded skillset. It’s still necessary to screen new hires to make sure they have the skills or to at least know what level of additional training will be required. [The less time spent on training, the more money the company will save](https://www.shiftelearning.com/blog/the-true-cost-of-not-providing-employee-training). New potential hires should be tested for computer knowledge of tasks that are frequently used at the hiring company. If an organization utilizes Microsoft Office, a thorough Microsoft Word assessment test will verify whether a new hire has the necessary skills. Hiring managers should [ensure](https://www.monster.com/career-advice/article/skills-hiring-manager-wants) that candidates can type, edit, present, or input data quickly and accurately to the level required by the position. ## **Choosing the Test for Your Needs** Through the power of pre-employment tests, HR teams can test proficiency in Microsoft Office Suite. As multiple programs are a part of the Office package, a company might want to use a: ## **Microsoft Word Assessment Test** The Microsoft Word assessment test measures a candidate’s ability to open, save, protect, close, and print a document using the fundamental features of Word. It assesses their ability to use formatting and page layout tools, as well as the collaborative and solo editing software. It also assesses how well candidates can use tables, graphs, photos, objects, footnotes, and page numbers in a paper. This test can help you find applicants who have great Microsoft Word skills and can work alone to plan out and format papers correctly, as well as cooperate with others to share information and enhance projects. These applicants understand how to use Word’s many capabilities efficiently and effectively to achieve the needed results. ## **Microsoft Excel Assessment Test** Adequate Microsoft Excel skills can be quite beneficial to a company. Microsoft Excel makes the storing and recording of basic data simple, from making reports to analyzing data, and from completing computations to creating graphs and infographics. Candidates with strong Excel skills can quickly and accurately generate spreadsheets and program computations to discover solutions. They will use the software to organize data appropriately for use cases and to develop visual representations that make it easier for readers to assimilate data insights. ## **Microsoft Outlook Assessment Test** Candidates’ grasp of fundamental email functionalities and general email etiquette for proper conversations is assessed by the Microsoft Outlook test. It assesses candidates’ abilities to properly use Microsoft Outlook as well as their ability to manage their workflow and cooperate with others via online meetings and appointments. This test will help you discover applicants who can compose appropriate emails for specific situations, the recipients, and the desired outcome in typical work scenarios. You’ll also discover applicants who can use Microsoft Outlook tools and capabilities to speed up email processing and adhere to best standards while communicating with others via email. ## **Microsoft PowerPoint Assessment Test** The Microsoft PowerPoint test assesses a candidate’s ability to create a compelling slide deck with the appropriate flow and structure to meet a goal, as well as their technical ability to effectively use PowerPoint’s advanced features and objects. This screening test will assist in identifying potential hires who can make visually appealing and persuasive presentations targeted to specific objectives to improve results. These candidates should excel in promoting the message and objectives in a way that is important to a brand and resonates well with each audience. ## **How to Deal With the Candidates Who Don’t Score Well** [Pre-employment tests are valuable](https://www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/#:~:text=Why%20are%20they%20used%3F,turnover%2C%20and%20even%20improving%20morale.) because they assist recruiters sort through the candidate pool in an objective, non-biased way. But what about the candidates who don’t score well? Pre-employment Microsoft Office testing and other pre-employment tests are an important part of a hiring decision, but they should not be the sole deciding factor. Interviews (group, phone, virtual), industry experience, references, and education level should also contribute to the hiring decision. It can happen that the perfect candidate does not have the required level of computer proficiency. Instead of rejecting the candidate, another option would be to plan for more intensive training for them, as part of the onboarding process. ## **Conclusion** Solid technology skills have become a critical requirement for workers over the past decade. It’s even more important now, with the possibility of more employees working remotely from home. There won’t be co-workers in the next cubicle, ready to assist when a question comes up. These skills are especially important when it comes to job roles that require collaboration between different teams. Lack of skills, for just one person, can reduce the productivity of the entire team. Microsoft Office programs are still the most widely used business applications and knowledge of each of the programs is a necessity for most job applicants. Pre-employment Microsoft Office testing of your job applicants will increase your odds of making a great hiring decision, with the net result being an employee that will be with you for years to come. [EmployTest](https://employtest.com/) specializes in developing pre-employment tests for public sector (government) companies and non-profits. Our pre-employment tests can assist in identifying top talent and screening candidates before the interview process – download a [free sample of our Microsoft Office skills test](/microsoft-office-skills-tests) to learn more about our process. ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** microsoft office tests, pre-employment testing --- ### [The benefits of giving new hires an 'onboarding buddy'](https://employtest.com/hrblog/the-benefits-of-giving-new-hires-an-onboarding-buddy/) **Published:** July 1, 2019 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![The benefits of giving new hires an 'onboarding buddy'](https://pictures.contentlead.com/The-benefits-of-giving-new-hires-an-onboarding-buddy_16000902_40047564_1_14065410_500.jpg) The benefits of giving new hires an ‘onboarding buddy’ Adjusting to an unfamiliar work environment can be difficult for new hires, especially if the proper onboarding processes aren’t in place. Hiring managers devote a massive amount of time and energy to tracking down top talent, checking qualifications and conducting face-to-face interviews, but these efforts can be wasted if candidates are not directly supported in their first few weeks of employment. With employee “ghosting” on the rise, it’s never been more important to implement a comprehensive and engaging onboarding framework that helps recent hires make a seamless transition into their new positions. One of the latest recruitment trends is the practice of pairing new hires with an “onboarding buddy.” This strategy ensures that employees are able to build meaningful relationships from day one, helping them feel like a valuable addition to the organization. A buddy system can also provide an opportunity for informal knowledge sharing, as experienced employees are able to shape the early development of new hires to suit existing expectations and workflows. But what are the specific benefits of implementing an onboarding buddy program? ![Onboarding buddy helps new hire](https://pictures.contentlead.com/x_0_0_0_14063997_800.jpg)Onboarding buddies are more than just emotional support, as they also contribute to new employee training. **Top 3 benefits of onboarding buddies** First, it’s important to point out that an effective onboarding process is crucial to retaining employees and reducing short-term turnover. According to data compiled by Brandon Hall Group, organizations that have a strong onboarding framework can [improve their retention of new employees](https://b2b-assets.glassdoor.com/the-true-cost-of-a-bad-hire.pdf) by a whopping 82%. Companies that overwhelm recent hires with administrative tasks, paperwork and tedious training initiatives often have a much harder time transitioning candidates into their new roles and keeping them engaged in the long term. In fact, employees who have a [negative onboarding experience](https://docs.wixstatic.com/ugd/0cbe87_664f8806dc694bd7b52246c2e0fe41c1.pdf) are nearly twice as likely to start searching out other career opportunities within their first year of employment, per research from Digitate. Organizations looking to create a more welcoming and consistent new hire program should consider the following benefits of implementing an onboarding buddy system: - **Offering employment context:** Many recent hires struggle to understand the exact tasks and responsibilities they are expected to perform when transitioning into a new role. An onboarding buddy can acclimate new employees to an unfamiliar environment by sharing their knowledge of internal procedures, management structures, problem solving techniques and more. They can also provide greater context for an organization’s workplace culture and behavioral norms, which can help new hires quickly adjust to their new setting. - **Enhancing productivity:** In most cases, new employees will need to go through weeks of training to come to a complete understanding of how to do their jobs. This learning process can be a source of tension for recent hires, as many feel pressured to ramp up to a full workload as soon as possible. Implementing an onboarding buddy system has been shown to accelerate the pace of employee training and help them feel confident about their productivity. For example, a June article from Harvard Business Review spotlighted some of the results Microsoft has had with its own program – the tech company found that [97% of new hires](https://hbr.org/2019/06/every-new-employee-needs-an-onboarding-buddy) who met with their onboarding buddies frequently during their first 90 days felt that the interactions had helped them quickly become proficient in their roles. - **Supporting new hire satisfaction**: Streamlining the onboarding process is essential for fostering a positive and welcoming environment for new hires. Since employee satisfaction is directly correlated with retention, it’s important to provide candidates with the hands-on support they need to excel. Microsoft’s internal study discovered that recent hires who were paired with an onboarding buddy were 23% more satisfied with their experience than those who were left on their own, suggesting that this practice could help employers reduce short-term turnover and lay the groundwork for long-term success. Developing an effective onboarding system is all about accommodating the needs of new hires and providing them with the knowledge, tools and reassurance they need to adapt to a new work environment. **Blog Categories:** Employment Tips, Hiring Tips --- ### [Social media red flags you can't ignore](https://employtest.com/hrblog/social-media-red-flags-you-cant-ignore/) **Published:** February 9, 2018 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Here are a few of the social media red flags you should be looking for, as they could determine whether you choose to hire or move on to the next resume.](https://pictures.contentlead.com/Here-are-a-few-of-the-social-media-red-flags-you-should-be-looking-for-as-they-could-determine-whether-you-choose-to-hire-or-move-on-to-the-next-resum_16000902_40044736_1_14098415_500.jpg) Here are a few of the social media red flags you should be looking for, as they could determine whether you choose to hire or move on to the next resume. During the recruiting or hiring process, you may go beyond looking at resumes and learning about past experience of prospective candidates. Some use LinkedIn as the next tool to learn more about potential employees, and others take a step further and dive into other, less professional social media platforms, such as Facebook, Twitter, Instagram and Pinterest. Candidates who don’t think hiring managers are looking at their profiles need to wake up and smell the roses. According to a survey by CareerBuilder.com, [70 percent](https://www.careerbuilder.com/advice/social-media-survey-2017) of employers used social media as a screening tool before hiring candidates in 2017 – up 10 percent since 2016 to find any red flags on social media. If you’re a part of the 30 percent who isn’t browsing social media to get to know your next employee, now might be the time to reconsider. Here are a few of the social media red flags you should be looking for, as they could determine whether you choose to hire or move on to the next resume: **1. The profile is private** Candidates who shift all of their profiles to the private setting may feel as though they’re making the best decision while job searching, but Liz Torres, Monster Worldwide Inc. editor, begs to differ: “If you put on the shoes of the hiring manager, it’s important to understand that what they find online is their first impression of you,” she said. “If they can’t find you online, it’s [not a good sign](https://www.monster.com/career-advice/article/3-social-media-red-flags-recruiters-notice-1016). It can either look like you have something to hide or nothing to show, both of which aren’t very impressive and may send you to the bottom of the resume pile.” Keep your eyes peeled for candidates who have public profiles and post with potential employers in mind. After all, it is the internet, and everyone is looking. ![Man, wearing suit and carrying briefcase, looking into a social media cloud.](https://pictures.contentlead.com/x_0_0_0_14098841_800.jpg)Browse through social media profiles of the candidates you’re considering. **2. The user posts inappropriate material regularly** Consider this: If you, as the hiring manager, can see the inappropriate material posted by the candidate, so can his or her family members. If the content posted by the person you’re considering for the job is vulgar, embarrassing, and inappropriate for the majority of the audience, these are red flags on social media and it’s time to toss the resume to the side. **3. Posts lack proper spelling and grammar** Your candidate can easily get a friend, family member, or professional to copy-edit his or her resume before sending it to your inbox. You can really tell if he or she lacks spelling and grammar skills by the way they talk on social media. According to Talent Management and HR, nearly [30 percent](https://www.tlnt.com/five-big-social-media-red-flags-to-avoid-from-potential-hires/) of candidates become undesirable to hiring managers because of communication errors like spelling or grammar. Someone who uses abbreviations and acronyms shouldn’t be on your red flags at work list, but candidates who clearly don’t know the difference between “there,” “their” and “they’re” may have difficulty communicating professionally in your office. **4. The accounts are used for ranting** Candidates who constantly use social media as an outlet for ranting should be reconsidered. Not only does this show that they possess a negative and pessimistic attitude, but it can be a clear red flag at work that they’ll use their accounts to get fired up about a bad day at work and talk down about the company. Candidates who show that they don’t typically think before they post could impact your company’s reputation in the long run, so it’s important to think twice about their potential. During your next recruiting process, keep these social media red flags in mind to avoid hiring an unprofessional candidate who doesn’t fit the company culture. **Blog Categories:** Hiring Tips --- ### [5 Recruitment Challenges Hiring Managers Face (+ Solutions)](https://employtest.com/hrblog/recruitment-challenges-and-solutions/) **Published:** March 11, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **What are the challenges of recruiting?** Major recruiting challenges include finding an effective candidate assessment process, sourcing a diverse talent pool, lengthy time-to-hire periods, high employee turnover rates requiring ongoing recruitment, and limited budgets for hiring initiatives. Recruitment has become a fierce competition between talent acquisition specialists, their competitors, and applicants. Hiring managers are forced to sift through mountains of resumes, even if using an applicant tracking system. But with anyone able to [claim anything on their resume](https://employtest.com/hrblog/lying-on-resumes/), the need for effective candidate vetting solutions is clear. [Pre-employment assessment tests](https://employtest.com/hrblog/best-pre-employment-assessment-tests/) can be a beacon in the fog of uncertainty. They can guide hiring managers to select candidates whose skills align with your organization’s needs. EmployTest understands the pivotal role of skill assessments, offering tailored tests designed to empower companies to confirm that the skills listed on resumes are valid. ## **5 Recruitment Challenges and How to Solve Them** Hiring managers face many talent acquisition challenges that can make their jobs more difficult. Here are some of the most prevalent and how your company can overcome them. #### **Recruitment Challenge #1: Finding the right process for assessing candidates** Searching through and testing various assessment processes to accurately evaluate candidates can be as daunting as actually ranking the candidates. Employers often struggle to determine which approach effectively measures candidates’ skills and fit for the role. ![](https://employtest.com/wp-content/uploads/2024/03/image-1.jpeg) #### **Solution: Provide standardized tests for evaluation** Standardized tests tailored to specific job requirements ensure a fair and consistent evaluation process, leading to more informed hiring decisions. For example, a [basic employment test](https://employtest.com/basic-employment-skills-test/) can assess the fundamental skills needed, while more specific tests like the [employment Excel test](https://employtest.com/excel-tests-job-applicants/) and [Microsoft Office skills test](https://employtest.com/microsoft-office-skills-test/) can filter for skills necessary for particular positions. #### **Recruitment** **Challenge #2: Sourcing diverse candidates** In our diverse world, it’s best for your company to source candidates from varied backgrounds. After all, one potential cause for company stagnation is falling into an echo chamber where ideas cannot grow and develop. Hiring managers may need help attracting diverse talent pools due to [unconscious biases](https://employtest.com/hrblog/reducing-recruitment-bias/) or limited outreach strategies. #### **Solution: Inclusive job ads and structured interviews** [Diversity hiring practices](https://employtest.com/hrblog/diversity-hiring-practices/) include crafting job advertisements that appeal to a diverse audience. For example, making information available in multiple languages or using examples that aren’t solely specific to a demographic. Organizations can also use structured interviews and assessments for fairer evaluations. While this format may take away from the “conversational” feel of free-form interviews, it can also eliminate biases or assumptions made by the interviewer. Finally, hiring managers can conduct [emotional intelligence profiling tests](https://employtest.com/emotional-intelligence-profile-for-applicants/) to ensure employees can adapt to diverse environments and effectively collaborate with colleagues from different backgrounds. #### ****Recruitment**** **Challenge #3: Long time-to-hire periods** Extended time-to-hire periods can slow productivity and result in missing opportunities to get top talent. Without efficient recruitment processes, companies risk losing candidates to competitors or experiencing prolonged vacancies. ![](https://employtest.com/wp-content/uploads/2024/03/image.jpeg) #### **Solution: Establish recruitment metrics and talent pipeline** By tracking recruitment metrics such as time-to-fill and candidate conversion rates, companies can identify bottlenecks in the [hiring process](https://employtest.com/videos/3-steps-to-improve-your-hiring-process/) and apply fixes to improve efficiency. Plus, building talent pipelines through proactive sourcing and networking ensures a steady stream of qualified candidates, [reducing time-to-hire](https://employtest.com/hrblog/how-to-reduce-time-to-hire/) and minimizing operational disruptions. #### **Recruitment** **Challenge #4: High turnover rates** According to LinkedIn, [nearly 85% of US workers](https://www.linkedin.com/pulse/looking-new-job-2024-its-time-take-agency-your-career-fisher-ur5of%3FtrackingId=Z%252B2wR8anC39Nb3wbvGomEA%253D%253D/?trackingId=Z%2B2wR8anC39Nb3wbvGomEA%3D%3D) are considering a job change in 2024. High turnover rates introduce similar problems as long time-to-hire, impacting productivity and morale when positions open. Identifying root causes of turnover, like poor cultural fit or inadequate onboarding processes, can be challenging. #### **Solution: Foundational reforms and pre-emptive screening** Organizations can invest in their teams by creating robust onboarding programs. Helping new hires feel supported and engaged from day one will improve turnover rates. Conducting regular stay interviews also allows employers to proactively address concerns and provide tailored support to employee concerns. Finally, preventative measures can help fix this problem before it worsens. Companies can conduct pre-employment [personality profiling tests](https://employtest.com/personality-profile/) to help find candidates who are more likely to fit with the team and company cultures. #### ****Recruitment**** **Challenge #5: Limited budget for recruitment** A limited budget for recruitment can pose significant challenges for organizations, particularly smaller businesses or startups. Employers may struggle to attract qualified candidates or compete with larger companies offering higher salaries and benefits without adequate resources. Plus, the loss of resources resulting from investing in a candidate who does not meet expectations feels much more impactful. #### **Solution: Cost-effective recruitment strategies and more accurate screening** Implementing cost-effective recruitment strategies and enhancing screening processes can help companies overcome budget constraints while ensuring the selection of high-quality candidates. You can use employee referrals, networking events, and partnerships with educational institutions to maximize recruitment efforts without breaking the budget. Investing in more accurate screening methods, such as [skills assessment tests](https://employtest.com/tests/) and behavioral interviews, allows organizations to identify qualified candidates who align with company culture and values, ultimately optimizing recruitment outcomes with limited resources. ## **Overcome Hiring Hurdles** Overcoming hiring hurdles is essential for building a solid, diverse workforce that drives organizational success. Effective solutions can open the door for your company to be staffed with the best and brightest talent. ![](https://employtest.com/wp-content/uploads/2024/03/image-2.jpeg) Internal solutions, such as investing in recruitment processes, can help prepare your company to attract and retain top talent. Meanwhile, pre-emptive solutions, like [pre hiring assessment tests](https://employtest.com/), can ensure you allocate resources only to applicants who fit into your company and contribute to its goals. It’s crucial to proactively address these challenges for a more efficient and inclusive process. Start by adding skill assessments to your hiring strategy. Take advantage of testing platforms that offer a [free sample test](https://employtest.com/pre-employment-test-sample/) so that you can experience the difference firsthand. **Blog Categories:** better hiring process --- ### [What Are Accounting Skills Tests? Types, Hiring, FAQs](https://employtest.com/hrblog/what-are-accounting-skills-tests-types-hiring-faqs/) **Published:** June 10, 2024 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Crunching numbers happens in every industry. From finance and banking to retail and healthcare, every company relies on accurate financial reporting and analysis to make decisions and sustain business operations. Whether forecasting future revenues, managing budgets, or ensuring you stay compliant with tax laws, every team needs someone with excellent [accounting skills](https://employtest.com/hrblog/accounting-skills-to-look-for/). Hiring a candidate with the proper skill set can be challenging. Mistakes in financial statements can lead to profitability losses and legal issues. Aside from bookkeeping, [modern accountants](https://employtest.com/hrblog/modern-accounting-challenges/) need to understand newer technology and stay updated with any change in regulations. When assessing your candidate s’ abilities, you can use [accounting skills tests](https://employtest.com/hrblog/accounting-skills-tests-for-effective-hiring/) such as those provided by EmployTest. These tools help you determine whether a [new hire](https://employtest.com/hrblog/are-your-accounting-hires-ready-for-todays-challenges/) can come into your company and hit the ground running. There are various tests available, each evaluating different skills required for accounting and finance. Learn all about them in this comprehensive guide. --- **Jump to a Section:** - [What is an Accounting Skills Test?](#what-is-an-accounting-skills-test "What is an Accounting Skills Test?") - [Types of Accounting Skills Tests](#types-of-accounting-skills-tests "Types of Accounting Skills Tests") - [Why An Accounting Skills Test is Essential in Hiring](#why-an-accounting-skills-test-is-essential-in-hiring "Why An Accounting Skills Test is Essential in Hiring") - [Which Accounting Skills to Test For](#which-accounting-skills-to-test-for "Which Accounting Skills to Test For") - [FAQs About Accounting Skills Tests](#faqs-about-accounting-skills-tests "FAQs About Accounting Skills Tests") --- > > ***“An accounting skills test isn’t just a hiring tool; it’s a safeguard. It confirms that the people you trust with your company’s finances have the knowledge to protect its future and the judgement to drive its success***.” > > **[Ken Crowell](https://www.linkedin.com/in/crowellken) – EmployTest** ## **What is an Accounting Skills Test?** An [accounting skills assessment or test](https://employtest.com/hrblog/pre-employment-accounting-test-hiring/) evaluates a candidate’s proficiency in accounting principles and practices. These tests measure good accounting skills such as financial reporting, bookkeeping, tax compliance, and analysis to determine if a candidate will be able to be successful in their role within your company. The tests come in various formats, including multiple-choice questions, practical exercises, and simulations, and can be tailored to different levels of expertise depending on the role. By having your candidates go through an accounting skills assessment, you can objectively gauge their capabilities and hire those who best fit the job responsibilities. ![what is an accounting skills test](https://employtest.com/wp-content/uploads/2024/06/DR20240346_Pillar-2.png) ## **Types of Accounting Skills Tests** ### **1. Technical accounting tests** These tests assess some of the hard skills of an accountant, in particular, the knowledge of fundamental and advanced accounting principles. They cover [technical accounting skills](https://employtest.com/pre-employment-accounting-test/) and topics such as [Generally Accepted Accounting Principles (GAAP)](https://www.investopedia.com/terms/g/gaap.asp), [International Financial Reporting Standards (IFRS)](https://www.investopedia.com/terms/i/ifrs.asp), financial statements, and regulatory compliance. Candidates need to have a solid foundation in accounting standards and can apply these principles in their work. Not only can it help you gauge their knowledge, but it allows you to identify those capable of maintaining financial integrity within your company. ### **2. Software proficiency tests** Because of technological innovations, an accountant must be proficient in standard accounting software tools such as QuickBooks, OutlookSAP, Oracle, and [Microsoft Excel](https://employtest.com/excel-tests-job-applicants/). Skills tests for these tools typically involve practical exercises where candidates show their abilities in data entry, financial analysis, and report generation. Most companies rely on these programs for day-to-day tasks, so someone proficient in these tools is an excellent addition to the team. ### **3. Analytical skills assessments** A skill assessment test for accounting evaluates an accountant’s expertise in analyzing financial data. These tests often involve [problem-solving scenarios](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) where candidates identify trends, perform variance analysis, and make data-driven decisions. Strong analytical skills are crucial for roles involving budgeting, forecasting, and financial planning, as they allow accountants to present valuable insights that can influence company strategies and decisions. ### **4. Soft skills** Working for a company means working with a team, and soft skills tests assess accounting communication skills and build strong professional relationships. One key soft skill is emotional intelligence, which can be evaluated using tests like the [Emotional Intelligence Profile for Candidates](https://employtest.com/emotional-intelligence-profile-for-applicants/) provided by EmployTest. For instance, accountants often need to explain complex financial information to non-financial stakeholders, making clear communication a critical skill. Teamwork and problem-solving are vital, as accountants must work with their teams and other departments to ensure accurate and effective financial management. By assessing these skills, you ensure that your hires have the know-how and can work well with the rest of the workforce and thrive. **How Do Accounting Skills Tests Help in Hiring? (Video)** ## **Why An Accounting Skills Test is Essential in Hiring** Here are some of the reasons why you must have an accounting skills test for interviews: ### **Ensures candidate competency** Talent assessments for finance provide an objective way to measure a candidate’s proficiency and knowledge in financial reporting, bookkeeping, and tax compliance. For instance, these tests might tackle preparing financial statements, reconciling accounts, and understanding various accounting standards. A competent accountant can work without constant oversight and effectively perform their duties without making errors that can cost the company. ### **Identifies potential skills gaps** Sometimes, a candidate may lack the skills needed for your hiring role. This area is where you can check for accountant-required skills through a test and tailor your hiring decisions to those who pass. Understanding these [skill gaps](https://employtest.com/hrblog/accounting-skills-gap-no-longer-unlikely/) early in the process allows you to determine which candidates best fit the role and where you can provide additional training. For instance, if a candidate shows strong analytical skills but lacks familiarity with specific accounting software, you can provide training to bridge this gap. Implementing these measures ensures new hires can effectively handle their duties and have a clear path for growth within the company. ### **Checks understanding of regulations** Being in hot water due to accounting errors or violating regulations tanks a company’s reputation. Gauging if a candidate understands laws such as the [Sarbanes-Oxley Act](https://www.law.cornell.edu/wex/sarbanes-oxley_act) can help keep financial reporting transparent and reliable and avoid trouble with authorities. Staying current with evolving regulations is also a significant challenge in accounting. Regular updates to laws and standards mean accountants must continually educate themselves to remain compliant. Accounting knowledge tests can help determine whether candidates have up-to-date knowledge of the latest changes and show they can keep up. ### **Enhances hiring efficiency** Adding skills tests into the hiring process streamlines candidate evaluation and helps to more quickly identify top talent. These tests provide immediate and objective data on a candidate’s competencies. Seeing the data means you can quickly differentiate between candidates with the skills needed for accounting and expedite the hiring process. ### **Gives benchmarking data** Hiring isn’t a vacuum; you must also consider [trends](https://employtest.com/hrblog/accounting-hiring-trends/) and what is happening within the industry. Skills tests generate benchmarking data that you can use to compare candidates against industry standards and norms. This data allows companies to assess how candidates stack up against their peers regarding their expertise and skills. *There is more information you can glean from hiring tests. Learn more:* [***Accounting Shortage: How Pre-Employment Tests Can Help***](https://employtest.com/hrblog/accounting-shortage-pre-employment-tests/) *and* [***Accounting Skills: Are Your Hires Really Ready?***](https://employtest.com/hrblog/modern-accounting-challenges/) [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ## **Which Accounting Skills to Test For** When looking over candidates, it’s vital to look at the range of skills the company needs to fill the role. Some of the abilities to test for are: ### **Core accounting skills** Core accounting skills are the foundation of any accounting role. Candidates should show proficiency in tasks such as preparing, analyzing, and interpreting financial statements, including balance sheets, income statements, and cash flow statements. They should also be familiar with auditing procedures, encompassing risk assessment, evaluation of internal controls, and meticulous audit documentation. Through these skills, hires can identify errors, discrepancies, and potential fraud or mismanagement during audits. ### **Software proficiency** Candidates must showcase their mastery over industry-standard software relevant to the job role. Accountants rely on various software tools to manage financial data, including spreadsheet applications like Microsoft Excel and accounting software such as SAP and QuickBooks. Proficiency with these technologies enables accounting professionals to streamline processes, make operations more efficient, and make decision-making easier. ### **Analytical abilities** Analytical abilities are necessary for accountants, letting them dissect complex data and discern trends crucial for evaluating a company’s performance, profitability, and financial health. Their capacity to look for patterns and anomalies helps them make decisions that keep the organization afloat. These skills help management allocate resources and capitalize on opportunities that allow the company to grow. ### **Communication skills** Being an accountant means that you will be working with different teams, and not all may be able to understand the technical jargon. Your hires should excel in both written and verbal communication and can explain financial insights through reports, memos, and emails. Good communication skills mean your company is more transparent and trustworthy to the other employees and the stakeholders at the top. ### **Attention to detail** Attention to detail is paramount to ensure the accuracy and precision of every document, thereby maintaining company integrity. Candidates must have a keen eye for detail when reviewing financial documents to spot errors, discrepancies, and inconsistencies. These skills prevent costly errors that could tank the company and foster trust among the employees and management. ### **Behavioral skills** Behavioral skills are crucial in accounting roles because everyone within the company must be able to work together. A candidate’s [personality profile](https://employtest.com/personality-profile/) should include the ability to work collaboratively, adapt to changing environments, and have strong problem-solving and critical-thinking skills. [Custom pre-employment tests](https://employtest.com/custom-pre-employment-tests/) can evaluate these skills, ensuring that your accountant can make informed decisions, meet critical deadlines, and effectively collaborate with others. *Find out what other skills you need to watch out for. Learn more:* [***Effective Hiring With Accounting Skills Tests***](https://employtest.com/hrblog/accounting-skills-tests-for-effective-hiring/) ## **FAQs About Accounting Skills Tests** Some common questions about accounting skills tests are: ### **1. What types of skills are typically assessed in accounting skills tests?** Accounting skills tests typically assess a range of skills, including core accounting competencies such as financial reporting, auditing procedures, and tax compliance. You can also test candidates’ proficiency in industry-standard accounting software, their analytical abilities to analyze complex financial data, and their communication skills to effectively convey financial information. ### **2. How are accounting skills assessment tests administered?** Accounting skills tests can be administered in various formats, including written exams or practical exercises. Written exams may require candidates to solve accounting problems or answer theoretical questions. Practical exercises may involve performing accounting tasks using software or analyzing financial data in real-world scenarios. ### **3. Are accounting skills tests tailored to specific job roles or industries?** Yes, you can customize accounting skills tests with specific job requirements and industry standards to reflect the skills the company needs. For instance, a test for an analyst position may focus more on financial analysis and modeling skills. In contrast, a test for a tax accountant role may emphasize tax laws and regulations. ### **4. Can candidates prepare for technical accounting skills tests in advance?** Yes, candidates can prepare for accounting skills tests by reviewing accounting principles, practicing with sample questions or exercises, and familiarizing themselves with industry-standard accounting software. They can also benefit from participating in training programs or courses to improve their skills and increase their chances of passing. ### **5. How do employers use the results of accounting skills tests in the hiring process?** Employers use the results of accounting skills tests to assess candidates’ suitability for positions and identify areas for further development. These results provide insights into a hire’s strengths and weaknesses, allowing you to determine if they will succeed within the company. *Gain more insights into other desirable skills through our blog. Learn more:* [***Skills Needed for Accounting Clerks & Bookkeepers***](https://employtest.com/hrblog/accounting-skills-to-look-for/). ## **Wrap Up** Accounting skills tests are invaluable tools for identifying top talent, mitigating hiring risks, and bolstering a company’s success by adding another valuable team member. By assessing candidates’ accounting skills, software proficiency, analytical abilities, and more, employers can determine if they’re a great fit and asset to the organization. EmployTest offers [pre-hiring assessment tests](https://www.employtest.com/) to assist in finding the perfect fit. Check out the [accounting pre-employment test](https://employtest.com/pre-employment-accounting-test/) and other [resource tools](https://employtest.com/wp-content/uploads/2024/04/Pre-Employment-Testing-Worksheet-Fillable-PDF.pdf) to help streamline your recruitment process. Get started with a [free sample test](https://employtest.com/pre-employment-test-sample/) today and experience the difference it can make in your hiring process. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** accounting skills test, accounting skills test,pre-employment testing --- ### [Top 6 Basic Computer Skills Employees Need to Succeed](https://employtest.com/hrblog/top-6-basic-computer-skills-employees-need/) **Published:** January 16, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. ### How Do You Test Basic Computer Skills? To test basic computer skills, use a basic computer skills test covering operating system navigation, word processing with programs like Microsoft Word, data entry and calculations in Excel sheets, slideshow creation using PowerPoint, email and calendar tools, internet browsing, and search abilities. Let’s explore the importance of [basic computer skills](https://employtest.com/basic-employment-skills-test/) in the workplace and how they can help your employees succeed. > ***“A skilled employee is an efficient employee – mastering basic computer skills accelerates productivity and makes for better collaboration. Without solid digital literacy skills, even simple tasks become stumbling blocks. Mastering basic skills can help employees overcome these barriers.”*** > > [**Ken Crowell**](https://www.linkedin.com/in/crowellken) **– EmployTest** ### **Why Are Computer Skills Important for Employees?** Nearly every role these days requires at least some level of tech-savviness to properly execute duties. Those comfortable with common computer programs and online tools can create professional documents, analyze data, research topics, and stay connected with colleagues near and far – all leading to higher productivity and better results. Meanwhile, employees struggling with basic tech abilities often find themselves bogged down. Simple tasks like formatting reports, building spreadsheets, or even just sending emails become arduous chores that drain time and energy from more vital responsibilities. Beyond just daily inefficiencies, lack of digital skills can inhibit a workforce’s ability to adapt as new software and technologies emerge over time. Companies employing the digitally illiterate ultimately lack the agility to innovate and grow with the times. **Which Basic Computer Skills Are Needed to Succeed? (Video)** ## **Top 6 Basic Computer Skills Every Employee Must Have** Let’s take a closer look at the six basic computer skills every employee must have to succeed in today’s job market. #### **1. Cybersecurity Awareness** ![Cybersecurity awareness is a basic employment computer skill](https://employtest.com/wp-content/uploads/2019/02/empowering-privacy-and-data-protection-with-secure-2023-11-27-05-17-39-utc-300x200.jpg) [**According to Rubiq**,](https://www.linkedin.com/pulse/importance-cybersecurity-knowledge-employees/) if your company lacks cybersecurity skills, you may be exposed to phishing attacks, weak password security, and outdated software risks. Hiring candidates with cybersecurity awareness helps employers reduce the risk of data breaches and cyberattacks. Cybersecurity awareness can also help employees protect themselves from identity theft and fraud, and it can also help them keep their company’s data and systems secure. #### **2. Email Etiquette** In today’s workplace, email is the go-to tool for communication. Email helps employees communicate quickly, clearly, and professionally, which builds better relationships with colleagues and customers. Mastering [**email etiquette**](https://www.lawsociety.com.au/resources/resources/career-hub/10-rules-email-etiquette), such as using proper greetings, maintaining appropriate tone, and avoiding spelling or grammatical errors can also help build trust and credibility, which are essential for success in any workplace. #### **3**. **Effective Internet Research Skills** Thanks to the internet, information is just one click away. It’s important to have good research skills to get the right information and stay up-to-date with the latest trends, like AI and competitor activities. Knowing how to use search tools efficiently, evaluate the credibility of online sources, and navigate through different websites is crucial for any employee to be successful in their job. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") #### **4. Microsoft Office** With over [**1.2 billion users worldwide,**](https://zipdo.co/statistics/microsoft-office/#:~:text=Microsoft%20Office's%20suite%20of%20software,companies%20use%20Microsoft%20Office%20365) Microsoft Office remains an essential tool for success in today’s workplace. Microsoft Office is a collection of productivity tools that includes Word, Excel, PowerPoint, and Outlook. Strong foundational skills in these programs lead to faster task completion, better data management, and more effective collaboration with coworkers. This results in increased productivity and cost savings for your company. Using a pre-employment test to [**assess Microsoft Office skills**](https://employtest.com/hrblog/testing-ms-office-skills-in-job-applicants/) can help you identify potential employees who will bring productivity and efficiency to your workforce, leading to better hiring decisions. #### **5. Basic IT Troubleshooting** Computer issues are common in both remote and in-office work environments. Having [**basic IT troubleshooting**](https://www.oneeducation.org.uk/basic-computer-skills/) and problem-solving skills helps employees avoid downtime, saving both time and money for the company. In addition, if small technology issues are addressed by oneself, it relieves the burden of other co-workers and IT staff. #### **6. Typing and Data Entry** Typing quickly and accurately is one of the popular basic requirements for most jobs. Mistakes in typing or data entry can lead to costly errors and negatively impact the company’s reputation. Good typing and data entry skills are necessary for efficient and accurate work. With the rise of remote work, employees without these skills may struggle to communicate and deliver work virtually, leading to more mistakes and delays. ![Basic Computer Skills test](https://employtest.com/wp-content/uploads/2024/01/basic-computer-skills.jpg "Basic Computer Skills test") #### **What is a basic computer skills test?** A [basic computer skills test](https://employtest.com/hrblog/basic-computer-skills-assessment-why-what-and-how-to-test/ "basic computer skills test") screens candidates for essential tech tasks like using Word, Excel, email, and internet tools. It helps HR quickly spot applicants who meet the minimum digital skill level—saving time and reducing hiring risks. ### **How a Basic Computer Skills Test Can Help You Make Smarter Hiring Decisions** Resumes can only tell you so much about a candidate’s computer skills, which is why it’s critical to verify their proficiencies before making a hiring decision. That’s where a [**basic computer skills test**](https://employtest.com/computer-skills-tests-for-applicants-employees/) can be really helpful. These tests are designed to quantify a candidate’s strengths and limitations, giving you valuable insights into their abilities and helping you make smarter hiring decisions. Using a basic computer skills test early in your hiring process can also save your company time and resources. Why spend time on in-person interviews if a candidate flunks Software 101? A [basic computer skills test](https://employtest.com/computer-skills-tests-for-applicants-employees/) helps you quickly weed out those who don’t meet minimum requirements. Since 2006, EmployTest has helped more than 6,000 public and private organizations administer [**pre-employment assessment tests.** ](https://www.employtest.com/) Not sure where to start? Check out our [FAQ](https://employtest.com/how-employ-test-works/) or contact our customer care department. Our expert team can help you choose the right test(s) to measure the specific skills or competencies you’re looking for in that next hire. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** Employment Tips, Hiring Tips --- ### [Basic Computer Skills Assessment: Why, What, and How to Test](https://employtest.com/hrblog/basic-computer-skills-assessment-why-what-and-how-to-test/) **Published:** August 16, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Basic computer skills are fundamental for using a computer well. They include working with different operating systems, word-processing software, spreadsheet tools, communication platforms, and the Internet. Many people think these skills are necessary nowadays, and it’s no surprise. [Most jobs (92%)](https://nationalskillscoalition.org/wp-content/uploads/2023/02/NSC-DigitalDivide_report_Feb2023.pdf) require some level of digital knowledge. But, [one-third of workers](https://nationalskillscoalition.org/wp-content/uploads/2020/12/05-20-2020-NSC-New-Landscape-of-Digital-Literacy.pdf) still lack basic computer skills. These figures show how important it is for employers to make sure their staff understands basic computer operations. Using a computer skills assessment test can help. Let’s discuss the importance of evaluating basic computer skills during hiring to help you implement these computer competency tests. In turn, you make sure your team has the [basic computer skills](https://employtest.com/hrblog/top-6-basic-computer-skills-employees-need/) needed to progress in the modern workplace. --- **Jump to Section** - [What is a Basic Computer Skills Assessment Test?](#what-is-a-basic-computer-skills-assessment-test "What is a Basic Computer Skills Assessment Test?") - [Types of Basic Computer Skills to Assess When Hiring](#types-of-basic-computer-skills-to-assess-when-hiring "Types of Basic Computer Skills to Assess When Hiring") - [Why Use Basic Computer Skills Test When Hiring?](#why-use-a-basic-computer-skills-test-in-hiring "Why Use Basic Computer Skills Test When Hiring?") - [How to Test Basic Computer Skills in Hiring](#how-to-test-basic-computer-skills-in-hiring "How to Test Basic Computer Skills in Hiring") --- ## **What is a Basic Computer Skills Assessment Test?** A **basic computer skills assessment test** for employment checks how well someone can use essential digital tools like word processing software, spreadsheets, and email. A typical basic computer literacy test for employment includes practical tasks. The test require candidates to identify specific tools’ functions or solve simple computer problems. For example, candidates might be asked to create a document in [Microsoft Word](https://employtest.com/hrblog/ms-office-skills-in-the-workplace-benefits-programs-how-to-test/) or download files from the Internet. The primary goal of a computer literacy and internet knowledge test is to help hiring managers see if candidates have the necessary computer skills. It makes sure new hires can start effectively working right away, minimizing the time and [money spent on training](https://www.indeed.com/career-advice/career-development/cost-to-train-new-employee). Also, a computer proficiency test helps identify skill gaps and training needs among existing employees so you can provide the required training. ## **Types of Basic Computer Skills to Assess When Hiring** A pre-employment computer skills test is essential for streamlining the hiring process and making sure that candidates are proficient with computers. When designing your test, consider evaluating the following competencies. ![Hands typing on a keyboard and using a mouse at](https://employtest.com/wp-content/uploads/2024/08/shutterstock_2478830035.jpg) ### **Word processing** Knowing how to use programs like Microsoft Word and Google Docs is important for many jobs. Candidates should be able to write and edit text, insert images, create tables, and use advanced formatting features like styles and templates. It helps new hires manage documents well, which is a common task in administrative, marketing, and managerial positions. ### **Email and communication** Email might seem old-fashioned now because of social media and other ways to communicate with coworkers. But did you know that [91% of employees](https://f.hubspotusercontent40.net/hubfs/4247547/The%20email%20and%20document%20management%20benchmark%20report.pdf) use email to communicate? So, it’s important to check if a candidate has good email usage skills, including knowing [email etiquette](https://www.grammarly.com/blog/email-etiquette-rules-to-know/), managing contacts, and keeping their inbox organized. ### **Spreadsheets** Many people find spreadsheets scary, but they are important for jobs in data entry, analytics, and financial management. Candidates should know how to use Microsoft Excel, Google Sheets, and Apple Numbers to create tables, use formulas, make charts, and analyze data. ### **Operating systems** Operating system knowledge can impact computer usage, making it essential to understand various versions. Candidates should show they can do tasks like install software, use file managers, tell various file types apart, and fix basic problems on multiple systems. Given that [72.17% of all desktops](https://www.statista.com/statistics/218089/global-market-share-of-windows-7/) run Microsoft Windows, it’s a good idea to test each candidate’s skill with it. But, if your workplace mainly uses the Google Suite, you should also check those skills instead. ### **Cybersecurity awareness** Data breaches in US organizations [went up by 20%](https://www.apple.com/newsroom/pdfs/The-Continued-Threat-to-Personal-Data-Key-Factors-Behind-the-2023-Increase.pdf) from 2022 to 2023, so it’s important that all employees understand cybersecurity best practices. Candidates should know how to spot fake websites and messages, create strong passwords, and follow basic rules for keeping data safe. ## **Why Use a Basic Computer Skills Test When Hiring?** The following advantages of adding a basic computer skills test into your hiring processes will help you build a more competent and engaged workforce. ### **Improve hiring accuracy** Traditional hiring methods often rely on subjective assessments and self-reported skills. Because [70% of workers](https://resumelab.com/career-advice/lying-to-get-a-job) admit to lying on their resumes, it’s hard to trust these methods. A skills test is a better way to see if candidates can really do what’s needed for the job. With a computer skills test, you can directly check if they have the skills for the role, reducing the chance of hiring someone who isn’t qualified. It helps you make better hiring decisions, makes sure candidates can meet job expectations, and often means they’ll need less training. ### **Enhance productivity** Employees who are skilled in basic computer tasks work more efficiently, make fewer errors, and need less training. It’s especially important for jobs that heavily depend on computer use, such as administrative, customer service, and data entry roles. Making sure that new hires have basic computer skills helps streamline workflows, allows them to adapt quickly to your company’s systems, and keeps productivity high. ### **Standardize hiring processes** An excellent recruitment process is fair to all applicants. Using a standard basic computer skills test is a great way to do this. It makes sure that every candidate is judged by the same criteria, which helps remove [hiring biases](https://www.hbs.edu/recruiting/insights-and-advice/blog/post/actively-addressing-unconscious-bias-in-recruiting). Plus, a standard test makes it easier to compare candidates by their test scores, helping you make more fair hiring choices. ![Diverse group of workers taking online tests](https://employtest.com/wp-content/uploads/2024/08/shutterstock_1514779457.jpg) ### **Identify skill gaps** You might be surprised to learn that [87% of companies ](https://www.mckinsey.com/featured-insights/sustainable-inclusive-growth/chart-of-the-day/mind-the-skills-gap)have a skills gap, and yours could be one of them. It happens because many workers don’t always tell the truth on their resumes. It’s important to fix this issue to keep your company strong and running smoothly. Regularly testing your employees with basic computer skills assessments can help you find out where they need more training. For example, they might need to learn about new software updates or better cybersecurity practices. This way, you can make sure your team stays up-to-date with the latest technology and standards. ### **Establish alignment** Each candidate’s skills should align with their job requirements. Luckily, a basic computer skills test helps you verify that you have the specific competencies needed for the role. Such alignment is essential for positions requiring specialized skills or working with particular software, such as spreadsheets. When employees’ skills match their job requirements, they’re [more likely to perform well](https://karbonhq.com/resources/finding-alignment-why-businesses-succeed-when-workers-engage-in-a-common/) and collaborate better with the rest of the team. There’s also less chance of them becoming dissatisfied with their work and, in turn, leaving the job. ## **How to Test Basic Computer Skills in Hiring** Consider implementing these methods to make sure your new hires have the necessary skills to thrive in your organization and contribute to its success. ![Corporate mentor supervising work of intern giving help and professional](https://employtest.com/wp-content/uploads/2024/08/shutterstock_2022462215.jpg) ### **1. Leverage customized tests** Design tests that check for the specific skills you need, like knowing how to use certain software or tools for your industry. This way, you can focus on the skills that are most important to your company. For example, if the job needs a lot of Microsoft Excel use, make a test that focuses on managing spreadsheets, analyzing data, and using formulas. ### **2. Use online assessment platforms** Don’t want to create a test from scratch? Online assessment platforms make it much easier by providing tests that cover various basic computer skills. These platforms typically have built-in scoring and reporting features, which allow you to quickly compare candidates’ performance and find the best ones. Plus, they’re great for remote work setups! ### **3. Add practical task projects** Create work projects and situations that candidates will face on the job. It means you will give the candidate an actual simulated project, such as fully designing an Excel sheet to completion and require them to show you the multiple steps, as you watch. It shows if they can do the exact job that will be needed, as well as a glimpse if they can work under pressure. ### **4. Implement skills-based interview questions** During the initial interview, ask questions about their computer skills. These questions can focus on job-specific scenarios, such as organizing a complex spreadsheet, using certain software, or fixing common computer problems. This approach allows you to assess their comprehension of practical tasks from the start. ## **Hire the Right People with EmployTest** Including basic computer skills assessments in your hiring process can really help your organization. You want to hire the right people for the job, and making sure they have the right computer skills is key to long-term success in today’s digital world. Want to equip your team with the essential computer skills needed to achieve results? Reach out to EmployTest for various [skills assessment tests](https://www.employtest.com/) designed to meet your needs. With our help, you can build a more skilled, productive, and future-ready workforce. Check out our [basic computer skills tests](https://employtest.com/computer-skills-tests-for-applicants-employees/), or try our [free sample test](https://www.employtest.com/sample-employment-test) today! ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Director of Sales Pre-employment testing Attention to Detail Tests MS Office Tests Computer Skills Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** computer skills test --- ### [What is a Good Typing Speed for Data Entry Jobs?](https://employtest.com/hrblog/what-is-a-good-typing-speed-for-data-entry-jobs/) **Published:** November 12, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Typing is an overlooked but important skill that all office workers use every day. Whether you’re an intern at an administrative office or a supervisor in the IT field, you will need to type at some point. But just being able to type well isn’t enough to stand out, of course. To rise above the ranks, you need to type rapidly and accurately. While typing may seem like a simple task, hiring for positions such as data entry clerks, administrative assistants, and medical coders requires a clear understanding of what “good data entry typing speed” means. So, what is considered a good typing speed? The average typing speed is around [40 words per minute (WPM)](https://www.typing.com/blog/typing-speed/). Despite that, employers usually look for candidates who can type at least 60 WPM, especially for data entry jobs. Faster typists can handle more data, saving time and increasing productivity. Keep reading to learn what a good typing score is for the data entry positions your company may be hiring for! ## **What is Considered a Good Typing Speed for Data Entry?** ![a bar graph about the average typing speed by industry](https://employtest.com/wp-content/uploads/2024/11/Average-typing-speed-by-industry-1536x951-1.jpg) Source: [**Words Rated**](https://wordsrated.com/typing-speed-statistics/) In data entry, typing speed is significant for productivity and efficiency. So, what’s considered a good typing speed in WPM? For most data entry jobs, a good typing speed is between [60 and 80 WPM](https://dataentryinstitute.org/what-is-a-good-typing-speed-for-data-entry/). Still, for high-demand positions, like those in medical or legal fields, employers often want candidates who can type closer to 100 WPM. For entry-level data entry roles, a minimum speed of 45 to 50 WPM is usually acceptable. But, in fast-paced industries where time is critical, like finance, employers might expect a higher speed of at least 60 WPM to make sure essential tasks are completed on time. ## **Factors Impacting Typing Speed Requirements** Typing speed requirements can vary, and different factors can affect what a good typing speed is for jobs, including: - **Task complexity and volume –** When entering numerical data, such as financial or statistical information, workers should prioritize focus and accuracy over speed. A lower typing speed may be acceptable if it helps maintain quality standards, making sure that information is processed correctly, even if it takes longer. - **Industry-specific needs** – In fields like legal or medical data entry, specialized knowledge of industry-specific terminology is major. In these roles, accuracy and [attention to detail](https://employtest.com/hrblog/attention-to-detail-skills/) can be more critical than typing speed, as even minor errors can lead to significant issues. ![Close Up of a man's hands typing on a key board in](https://employtest.com/wp-content/uploads/2024/11/shutterstock_2513088989.jpg) ## **Why Accuracy is Important in Data Entry Jobs** In data entry, accuracy is just as vital as speed, if not more so. While quickly typing helps workers manage a lot of data in a short time, being accurate prevents mistakes that could lead to bigger problems for the company. ### **The role of accuracy in preventing errors** Data entry errors can lead to expensive mistakes. For example, a small mistake in medical billing could reject insurance claims or delay patient treatment. In finance, incorrect numbers could disrupt transactions or damage client trust. While the average typing accuracy rate is [around 92%](https://www.ratatype.com/learn/average-typing-speed/#:~:text=The%20average%20accuracy%20for%20a%20typist%20is%20around%2092%25%2C%20meaning%20they%20make%208%20mistakes%20for%20every%20100%20words%20typed.%20The%20desired%20accuracy%20for%20professional%20typing%20positions%20is%20around%2097%25%20or%20higher.), many data entry jobs often require accuracy rates of 98% to 99%. This high level of accuracy helps reduce the need for costly corrections and quality checks. In a medical billing company, if typists quickly type but with low accuracy, it can lead to a lot of time spent correcting errors, slowing down the whole process. After all, what’s the point of typing fast if there are so many mistakes? ![Top view business finance office and marketing concept](https://employtest.com/wp-content/uploads/2024/11/shutterstock_1945339801.jpg) ### **Balancing speed and accuracy** While speed is notable in data entry, having high accuracy at a reasonable pace is even more valuable. Fast typing may seem productive at first, but frequent errors can quickly erase any time saved because correcting those mistakes takes time. Finding the right balance between speed and accuracy allows your typists to work efficiently while still maintaining quality. ### **Using pre-employment typing and data entry tests** To make sure data entry candidates meet high standards for both speed and accuracy, you can use [pre-employment assessments](https://employtest.com/hrblog/skills-assessment-test-for-pre-employment-advantages-types-examples/) like EmployTest’s [Typing and Data Entry Tests](https://employtest.com/typing-and-data-entry-speed-tests/). These tests measure both typing speed and accuracy, giving you a better understanding of a candidate’s ability to effectively handle data entry tasks. Using these assessments allows you to confidently select candidates who are not only fast typists but also accurate. This helps reduce costly mistakes from the beginning and improves your [hiring quality](https://employtest.com/hrblog/quality-of-hire-metrics/). ![young man working at home with laptop browsing bills](https://employtest.com/wp-content/uploads/2024/11/shutterstock_308784071.jpg) ## **Make Every Keystroke Count** In data entry, both speed and accuracy are essential for productivity and precision. Establishing a target average typing speed for your company helps ensure quick data processing. High accuracy reduces costly errors, which is especially pivotal in fields like healthcare, finance, and logistics. Using tools like [skills assessment tests](https://www.employtest.com/) allows you to evaluate candidates’ abilities effectively, helping you hire team members who meet the role’s demands. For job seekers, consistent practice in both speed and accuracy is key to becoming a valuable asset in any data-driven role. Pre-employment typing tests benefit both employers and job candidates by establishing a strong foundation for success. Are you ready to improve your hiring process and find the right candidate for your company? Boost your hiring effectiveness with the tips from our [comprehensive guide](https://employtest.com/helpful-tools/) now! --- ### [Modern Accounting Challenges: How to Prepare Your Workforce](https://employtest.com/hrblog/modern-accounting-challenges/) **Published:** April 1, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ## **What are Some Challenges Facing the Accounting Profession?** Major accounting challenges facing the accounting profession include an incoming generational shift as baby boomers retire, the need to adapt to rapid technological changes like AI/automation, navigating the rise of remote work, and developing both technical and strategic soft accounting skills to drive value. There’s a significant need to “[supercharge](https://futurecfo.net/embracing-changes-in-the-accountancy-profession/)” the accountancy profession, according to Helen Brand, ACCA Chief Executive. This statement is quite the “understatement”. The accounting world is constantly changing with technological advancements and regulatory changes. To stay updated, organizations must make sure that new hires have the necessary accounting skills to tackle modern-day accounting challenges. ### **Accounting Challenges: A Generational Shift In The Workforce** A Pew Research study shows the Baby Boomer generation, born between 1946 and 1964, accounts for about a third of the current workforce. With over 75 million Baby Boomers expected to retire in the next few years, businesses face a significant challenge in replacing this experienced workforce. As Baby Boomers retire, employers turn to younger generations to fill the workforce gap. This transition is not without its challenges. [According to Gallup](https://news.gallup.com/poll/181292/third-oldest-baby-boomers-working.aspx), by age 68, only 16% of Baby Boomers work full-time, while 17% work part-time. This means that filling the workforce gap today is posing a significant risk to employers. Many millennials lack the necessary work experience, and the number of Gen X workers educated in basic accounting skills or principles won’t be enough to fill the void. The latest Census numbers confirm that [population growth in the United States has slowed](https://www.perrymangroup.com/publications/), adding to the complexity of the situation. ### **Accounting Challenges: The Evolution of Job Demands** While the principles of accounting remained mostly unchanged over the last decade, the technology supporting accountancy has vastly improved. Accounting has evolved in lockstep with technological advancements, from accountants relying solely on pen and paper to early IBM computers and finally to the AI-powered tools of today. These technological advancements have increased accountants’ ability to interpret data, making them more efficient workers. But not all accountants have fully embraced [automation and artificial intelligence (AI)](https://www.pewresearch.org/internet/2017/05/03/the-future-of-jobs-and-jobs-training/). Some are still hesitant to adopt new technologies, fearing that automation may threaten their jobs. As the population of actively employed people ages, coupled with technology and employment needs, worker adaptability has become [**more important**](https://www.indeed.com/career-advice/career-development/adaptability-in-the-workplace). The accounting industry is gradually[ moving away](https://www.wsj.com/articles/finance-chiefs-are-still-trying-to-replace-excel-with-new-tools-11626859801) from using [**Microsoft Excel**](https://employtest.com/microsoft-office-skills-test/) and standard sheets. ### ![Modern Accounting Challenges How To Prepare Your Workforce](https://employtest.com/wp-content/uploads/2024/03/Modern-Accounting-Challenges-How-to-Prepare-Your-Workforce-300x200.jpg "Modern Accounting Challenges How To Prepare Your Workforce") ### **Is Automation An Opportunity, Or a Threat?** Let’s address the elephant in the room: the fear that automation will replace accountants. While the [media has portrayed](https://www.brookings.edu/wp-content/uploads/2019/01/2019.01_BrookingsMetro_Automation-AI_Report_Muro-Maxim-Whiton-FINAL-version.pdf) automation as a threat, taking over low-level, repetitive tasks, this is not necessarily the case in [all instances](https://time.com/5876604/machines-jobs-coronavirus/). In the accounting profession, automation should be seen as an opportunity for improvement, rather than a threat. The goal of automation solutions is to be a helping hand for accountants, not a replacement. With automation software, accountants can reduce the chances of erroneous inputs, streamline calculations and forecasts, and ultimately, increase efficiency. While technical accounting skills are crucial, being a successful accountant requires more than just proficiency in Microsoft Word, Excel, and QuickBooks. High organizational skills, [attention to detail](https://employtest.com/attention-to-detail-test/), and accounting-specific skills like bookkeeping, advanced accounting, and business accounting are essential to respond to the challenges of the profession. ### **Accounting Challenges and How to Thrive: Remote Work** Of course, the COVID-19 pandemic impacted the way we work, and the accounting profession is no exception. While remote and hybrid work approaches were not widely adopted prior to 2019, many businesses have since adopted remote work [as a new standard](https://www.flexjobs.com/blog/post/remote-work-statistics/#:~:text=%E2%80%93%20Remote%20Work%20Is%20Here%20to%20Stay&text=And%20if%2036.2%20million%20Americans,workers%20prior%20to%20the%20pandemic!). [Research](https://convergencecoaching.com/convergencecoaching-llc-announces-the-release-of-the-2020-anytime-anywhere-work-%EF%BB%BFsurvey-results-summary/) by ConvergenceCoaching says only 4% of 223 CPA firms surveyed in the summer of 2020 were entirely virtual before the pandemic. However, 81% of firms foresee an increase in remote working among their staff after the pandemic, and around 30% plan on reducing their office footprint in favor of reducing overhead costs. While remote accounting is feasible, it can be hard for accountants who are used to thriving in an office environment. Reorganizing processes to include remote work plans can be a hurdle for both businesses and accountants. However, according to a [Statista survey](https://www.statista.com/statistics/1139757/us-distractions-while-working-from-home-during-coronavirus/), the most significant barrier to remote work is dealing with at-home distractions, such as personal tasks, entertainment, childcare conflicts or work-from-home spouses. Maintaining a solid work-life balance and accepting that working from home won’t be as easy as initially expected are two key remote working recommendations for accountants. ### **Accounting Challenges: Hiring the Right Fit for the Company** Spotting the perfect accounting job candidate is easier said than done. According to [Snyder](https://synder.com/blog/top-accounting-challenges/), the growing demand for top-notch accounting talent makes talent acquisition a tough task. Whether you’re an HR Manager, CFO, or firm partner, you know the importance of having accountants who can do more than just crunch numbers. You need professionals with the right technical expertise and soft accounting skills to drive growth, manage risks, and provide strategic financial guidance. The traditional accounting staff hiring process of resumes and interviews often falls short of giving you a complete picture of a candidate’s full potential. That’s where [pre-employment assessment testing](https://employtest.com/) becomes your not-so-secret weapon. Validated assessments allow you to objectively evaluate accounting knowledge, [cognitive abilities](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/), [Excel skills](https://employtest.com/excel-tests-job-applicants/), [attention to detail,](https://employtest.com/attention-to-detail-test/) and more. It’s a data-driven approach that takes the guesswork out of hiring and increases your chances of landing accounting rock stars. ## **To “Sum” It Up** The accounting landscape has become increasingly complex, requiring a workforce that is agile and able to adapt to new technologies and flexible work models. While a strong foundation in accounting fundamentals is still necessary, businesses must also be willing to embrace new tools and automation to stay competitive. Assembling this future-ready team is where a pre-employment accounting test becomes an invaluable ally. Accounting skills tests for employment are data-driven evaluations that objectively [**measure candidates’ technical expertise**](https://employtest.com/tests/), cognitive abilities, and cultural fit. By using validated [pre-employment accounting assessment tests](https://employtest.com/pre-employment-accounting-test/), you remove guesswork from hiring and significantly increase your chances of securing top accounting talent. Equip your hiring process with the right resources, including an accounting test for new hires. To gain insights into how an accounting test for employment can impact the bottom line of your organization, check out this [**ROI calculator tool**](https://employtest.com/helpful-tools/roi-calculator/). Apart from a skill test for accountants, see which type of test aligns best with your company’s specific needs. Try a [**free sample test**](https://employtest.com/pre-employment-test-sample/) today! **Blog Categories:** accounting skills test, Hiring Tips --- ### [Cover Letters are Out, Pre-Employment Testing is In](https://employtest.com/hrblog/pre-employment-testing-vs-cover-letters/) **Published:** March 26, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### **Are cover letters outdated?** Cover letters rely on subjective impressions and can slow down your hiring process. They’re more work for applicants and offer little real proof of the skills you need. Instead, try pre-employment tests that measure what counts: job knowledge, critical thinking, personality fit, and more, so you get clear, comparable data on every candidate. Since the [1950s](https://www.theatlantic.com/business/archive/2013/09/the-cover-letter-a-short-history-of-every-job-seekers-greatest-annoyance/279564/), cover letters have been part of the standard toolkit. But when people can spin the truth on paper, you need something more dependable. That’s why many organizations are swapping letters for[ pre-employment tests](https://www.shrm.org/topics-tools/tools/toolkits/screening-means-pre-employment-testing) that score real performance. ## Why Cover Letters Fall Short in Effective Recruitment While cover letters have long been a staple in the hiring process, they are not without their drawbacks. These disadvantages are what recruiters should consider before adding them as a requirement in their job posts. #### **Subjective Checks** A polished writing style might sway you, even if the candidate lacks the right technical skills. #### **Can Slow the Hiring Process** Reading dozens of letters adds hours to your screening process. #### **Limited Insight** While cover letters provide an initial impression, they offer limited insight into a candidate’s technical skills and abilities. They primarily serve as a platform for self-promotion and may not accurately reflect an individual’s true competencies or performance potential. #### **Decreased Importance** In recent years, there has been a trend towards reducing the emphasis on cover letters in the recruitment process. Many companies have preferred to review resumes, online professional profiles such as LinkedIn and using pre-employment testing earlier in the hiring process. ## **![Leverage Pre-Employment Testing to Objectively Evaluate What Matters Most](https://employtest.com/wp-content/uploads/2024/03/Leverage-Pre-Employment-Testing-to-Objectively-Evaluate-What-Matters-Most-300x200.jpg "Leverage Pre-Employment Testing to Objectively Evaluate What Matters Most")Leverage Pre-Employment Testing to Objectively Evaluate What Matters Most** [**Pre-employment assessments**](https://employtest.com/tests/) are designed to measure candidates’ skills, abilities, and knowledge relevant to the job position. They can include various types of assessments, such as [**cognitive ability tests**](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/), personality tests, situational judgment tests, and technical skills tests. There are several advantages to using pre-employment tests instead of requiring cover letters. #### **Focus on Core Competencies** Skills assessments allow you to target specific experiential knowledge required for the role. You can assess abilities such as [**Excel proficiency**](https://employtest.com/excel-tests-job-applicants/), [**spelling and grammar**](https://employtest.com/grammar-tests/)**,** or [**Microsoft Office knowledge**](https://employtest.com/microsoft-office-skills-test/). Softer skills such as [**emotional intelligence**](https://employtest.com/emotional-intelligence-profile-for-applicants/), [**personality traits**](https://employtest.com/personality-profile/), and [**problem-solving abilities**](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) can also be assessed. #### **Standardized Evaluation** Pre-employment assessments provide a standardized and objective way to compare candidates. Scores allow you to easily identify people who have the essential skills needed to excel in the role, regardless of their background or how they present themselves in a cover letter. #### **Data-Driven Decisions** When it comes to screening candidates, skills assessments offer an objective way of identifying suitable applicants. Relying on data and measurable results ensures that you make informed decisions quickly and accurately. #### **Avoid Bias** Pre-employment testing can also help to reduce bias in the hiring process. Unlike cover letters, which can be influenced by factors such as writing style, appearance, and socio-economic background, pre-employment tests provide a level playing field for all candidates. ## **Best Practices for Implementing Pre-Employment Testing in Lieu of Cover Letters** To ensure the effective implementation of pre-employment testing, organizations should aim to follow these best practices: #### **Select Validated and Reliable Assessments** Use assessments that have been [**scientifically validated**](https://employtest.com/how-employ-test-works/) and proven to be reliable predictors of job performance. This ensures the accuracy and fairness of the evaluation process. #### **Align Tests with Job Requirements and Competencies** Carefully select assessments that directly measure the skills and competencies required for the specific job role. This ensures relevance and increases the predictive power of the testing process. #### **Ensure Fair and Unbiased Testing Practices** Implement measures to mitigate potential biases and ensure equal opportunities for all candidates, regardless of their background or demographic characteristics. #### **Combine Testing with Other Evaluation Methods** While pre-employment testing is valuable, it should be used along with with other evaluation methods, such as interviews and reference checks, to gain a deep understanding of each candidate. ### **Ready to Build a Hiring Process Focused on Skills, Not Cover Letters?** While cover letters have served their purpose in the past, their limitations in providing accurate and objective assessments of candidates’ abilities have become increasingly apparent. Try a [free sample test](https://employtest.com/pre-employment-test-sample/) and see how pre-employment testing offers a more reliable and unbiased approach to evaluating candidates, ensuring a fair and equitable process that focuses on job-relevant skills and competencies. **Blog Categories:** pre-employment testing --- ### [Mastering the Employee Offboarding Process: A Checklist](https://employtest.com/hrblog/employee-offboarding-process-checklist/) **Published:** March 18, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### **What Is the Employee Offboarding Process?** Offboarding is the structured process a company follows when someone leaves, whether it’s due to resignation, retirement, or termination. It helps tie up loose ends, protect sensitive data, and ensures a smoother transition for everyone involved. Just like onboarding helps people start strong, offboarding helps them leave on good terms, and it keeps the workplace running without unnecessary chaos. When someone who’s contributed a lot decides to move on, it’s normal to feel the loss. But a well-planned exit process can turn that transition into a productive moment, not a setback. --- ## **Why It Matters to Have an Offboarding Process** Offboarding isn’t the flashiest part of HR, but skipping it can create problems. Here’s why it’s worth doing right: #### **1. Keeps Your Business Secure** According to [ToriiHQ](https://www.toriihq.com/blog/new-report-76-of-it-leaders-say-offboarding-is-a-significant-security-threat), 76 percent of IT leaders view offboarding as a serious security concern. Without a process in place, former employees might still have access to internal systems or confidential data. That’s a risk you don’t want. #### **2. Ends on a Positive Note** Offboarding gives you a chance to thank employees for their work. It leaves the door open for future referrals or even boomerang hires. Considering [Jobvite](https://theundercoverrecruiter.com/infographic-employee-referrals-hire/) reports that 40 percent of hires come from referrals, parting on good terms matters. #### **3. Covers Legal Basics** You’ll need to handle final paychecks, benefits, and tax documents. A clear process helps you stay on the right side of legal and compliance rules. #### **4. Minimizes Disruption** When someone leaves, their tasks don’t disappear. [Offboarding](https://www.hibob.com/hr-glossary/offboarding/) helps teams pick up where the departing employee left off, keeping things running smoothly. #### **5. Helps You Plan Ahead** Exits can expose talent gaps. Use that info to plan next steps, whether it’s hiring, promoting from within, or adjusting workloads. #### **6. Reflects on Your Reputation** How you treat people on the way out sends a message. A respectful exit experience can lead to positive reviews, [word-of-mouth](https://www.reworked.co/employee-experience/why-employers-should-focus-more-on-offboarding/), and stronger brand reputation. --- ## **The Employee Offboarding Process Checklist** Offboarding can be a bit of a juggling act. A comprehensive employee offboarding checklist will help you manage all the steps with sass. NOTE: This checklist should be used only as a starting point, not the complete list. **Get your free printable [Employee Offboarding Checklist](https://employtest.com/wp-content/uploads/2024/03/Employee-Offboarding-Checklist-editable.pdf?utm_campaign=WP-Blog-Promotions&utm_medium=Blog-post&utm_source=Website&utm_content=employee-offboarding-checklist&utm_term=employee-offboarding) here!** ## ****Best Practices for Conducting Your Employee Offboarding Process**** Use this checklist to stay on track: #### **Announce the Departure Clearly** Let teams know what’s happening as soon as it’s appropriate. That stops rumors before they start and helps people plan. #### **Capture What They Know** Start early by documenting responsibilities, logins, contacts, and current projects. Don’t wait until the last week. #### **Collect Company Equipment** This includes laptops, ID badges, phones, uniforms, and any company documents. Make a custom checklist per role. #### **Schedule an Exit Interview** Set up a relaxed, honest conversation to learn what worked and what didn’t. Ask questions like: - What did you enjoy most here? - What would’ve made your experience better? - Why are you leaving? - Any feedback on leadership or culture? Use this feedback to spot patterns and improve. #### **Offer Job Search Support** Share openings, write a recommendation, or connect them to your network. It’s a small way to show respect and keep relationships intact. #### **Celebrate Their Contributions** Take time to thank them. A goodbye lunch, a simple note, or a shared Slack message can go a long way in boosting morale for everyone. --- ### **Avoid These Common Offboarding Mistakes** Even well-meaning managers can slip up. Watch out for these: - **Keeping It Quiet Too Long** Transparency beats silence. Don’t wait until the last day to let teams know someone’s leaving. - **Skipping Knowledge Transfer** It’s tough to recreate context after someone leaves. Start knowledge sharing before they’re halfway out the door. - **Blowing Off Exit Interviews** This is free, honest feedback. Don’t waste the chance. - **Getting Too Emotional** Losing good people can sting. But don’t let emotions cloud your message or impact the team’s morale. - **Cutting Ties Completely** Former employees can still be valuable through referrals, partnerships, or even returning later. - **Dragging Your Feet on Hiring** A long vacancy can lead to burnout. Move quickly to keep teams balanced. --- ### **Plan Smarter With Pre-Employment Testing** When someone leaves, use exit interviews to pinpoint the skills that matter most. Then bring that insight into your hiring process. For instance, if departing **[sales representatives](https://employtest.com/sales-aptitude-test/)** mention the isolated work environment, it indicates that collaboration skills are highly valued for new hires. Use pre-employment tests to thoroughly screen applicants for the required [**emotional intelligence**.](https://employtest.com/emotional-intelligence-profile-test-for-applicants/) If a departing team member mentioned struggling with collaboration, look for that skill in future candidates. If someone left due to lack of creativity, consider adding [cognitive](https://employtest.com/cognitive-ability-test-for-applicants/) or innovation-focused tests to your screening. Pre-employment tests help you avoid hiring based on gut feel. They give you a clearer picture of how candidates actually perform. --- ### **Final Thoughts** Offboarding might not grab headlines, but done right, it protects your business and builds goodwill. It’s a chance to close the loop, show appreciation, and prepare for what’s next. Take what you learn during the exit and use it to fine-tune everything, from how you screen new hires to how you onboard them. Every goodbye teaches you something. The companies that listen are the ones that keep getting better. **Want to make smarter hires? Try a [free sample test ](https://employtest.com/pre-employment-test-sample/)today!** **Blog Categories:** Employment Tips --- ### [How to Build a Winning Recruitment Team: The 7 Roles You Need](https://employtest.com/hrblog/how-to-build-a-winning-recruitment-team/) **Published:** March 5, 2024 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes Picture this: Upper management gives the directive to begin expanding your department. It’s an exciting time because it indicates the company is doing well. But there’s a problem: There are too many vacant roles for you to fill. With job hunting and hiring season fast approaching, how can you expect to find, interview, and onboard every new hire in time? This situation is familiar to plenty of hiring managers who have to make do with their limited resources and personnel. However, it doesn’t always have to be this way. Most companies recognize that hiring is a collaborative effort, which is why many have strategically built their own talent acquisition teams. Continue reading the infographic below to learn the fundamentals of how to build your own expert hiring team. ## **Why Do You Need a Talent Acquisition Team?** A talent acquisition team puts hiring back into the hands of experienced hiring professionals rather than regular managers, executives, or company owners. It’s what allows you to experience the following benefits. ![talent acquisition team](https://employtest.com/wp-content/uploads/2024/03/EmployTest_Info3_Section1_Feb.jpg) ### **Improved quality of hire** The [quality of hire](https://employtest.com/hrblog/quality-of-hire-metrics/) is a measure of how much value an employee brings to your company, and ignoring it can cost you more than you may realize; the [cost of a bad hire](https://employtest.com/hrblog/what-does-a-bad-hire-really-cost-your-business/) can be significant, with the turnover costs of entry-level positions reaching 30% of an annual salary at minimum. Your dedicated talent acquisition team can use a number of hiring tools to prevent such losses. [Reference checks](https://employtest.com/hrblog/reference-check-questions/) are among the most popular hiring tools that allow hiring teams to gather fresh perspectives and verify a candidate’s skills and character. They can also conduct pre-employment tests to [reduce recruitment bias](https://employtest.com/hrblog/reducing-recruitment-bias/) and ensure that the candidate really is the best person for the job. ### **Better candidate experience** The [candidate experience](https://employtest.com/hrblog/candidate-experience/) is how an employee feels about your hiring process. Why does this matter? Recent [statistics](https://blog.hiringthing.com/job-application-statistics) show that three out of five (60%) candidates stop their application midway through the hiring process if they believe it’s too long. Try to put yourself in the candidate’s shoes. If you’re experiencing a hiring process where there are months of interviews, without much feedback from the hiring team, applying to another company can seem like the next logical step. A talent acquisition team allows you to quickly find more ways to slash your [time-to-hire rate](https://employtest.com/hrblog/how-to-reduce-time-to-hire/), improve your candidate experience, and start onboarding all-stars. ### **More efficient hiring process** Hiring managers and recruiters can only be so productive on their own. When you have a great talent acquisition team, it won’t only allow you to distribute the workload, but it also broadens your reach and boosts your productivity. For example, one person manages job posts on social media, another handles interviews, and a third conducts [reference checks](https://employtest.com/hrblog/reference-check-questions/). Plus, maintaining a recruitment team helps you prepare for [hiring seasons](https://employtest.com/hrblog/when-is-hiring-season/) and increases your chances of hiring highly skilled individuals before your competitors. ### **Less risk of HR burnout** Recruitment can take a toll on your current hiring team, not just operationally but also mentally. Roughly [42% of HR teams](https://www.shrm.org/topics-tools/news/hr-magazine/burnout-problem-hr-professionals#:~:text=in%20HR%2C%20with-,42%25%20of%20teams,-struggling%20under%20the) feel overwhelmed by their responsibilities, including recruitment. A key solution to prevent burnout is to lessen an employee’s workload, which an HR team dedicated to hiring can easily provide. Reducing HR burnout allows for a sustainable hiring system that increases the chances of finding the right employee for your company. ## **How to Determine the Size of Your Acquisition Team** The number of personnel needed for your acquisition team depends on your company’s size and how fast you need to grow your team. Here are a few guidelines you can follow to gauge how many employees you’ll require for the task. ![determine the size of your acquisition team](https://employtest.com/wp-content/uploads/2024/03/EmployTest_Info3_Section2_Feb.jpg) ### **Startup and small businesses** - 1 Recruitment Manager - 1-2 Recruiters In a smaller business, it’s common for the CEO to be involved in the hiring team in some capacity, such as conducting the final interview. The ideal employees to hire for small companies tend to be generalists. That way, people can play many roles without feeling like a weak link. ### **Mid-size companies** - 1 Recruitment Manager - 3-4 Recruiters - 1-2 Sourcers As your company begins to grow, you’ll be able to add more people to the HR team who are dedicated to hiring. Sourcers and extra recruiters allow you to streamline processes more, allowing the team to be more efficient and effective in their search for top talent. ### **Large firms** - An experienced Recruitment Manager - 5-6 Recruiters - 2-3 Sourcers - 1 Recruitment Coordinator - At least 1 Recruitment Marketer When your employee count approaches 250+, establishing a robust talent acquisition team or even forming a dedicated department is the next logical move. ## **7 Key Roles in a Talent Acquisition Team** A recruitment team is made up of diverse talent to amplify your chances of finding and retaining the best professionals in your industry. Here are the key responsibilities each person on the team should fulfill. ![roles in a talent acquisition team](https://employtest.com/wp-content/uploads/2024/03/EmployTest_Info3_Section3_Feb.jpg) ### **1. Hiring manager** Hiring managers can be defined in two ways. First, it can be the person to whom the new hire reports, such as their direct manager. But it can also be a recruitment manager who sets the talent acquisition team’s strategy. This could include setting timelines, identifying your candidate persona, and managing your [talent pipeline](https://employtest.com/hrblog/how-to-build-a-talent-pipeline/). In this way, the hiring manager is the most knowledgeable about the company’s culture, position requirements, and the legalities of hiring. ### **2. Recruiter** Recruiters closely work with hiring managers, which is why many tend to use the terms interchangeably. Although plenty of their responsibilities overlap, the person that job candidates may interact with the most is the recruiter. In a small talent acquisition team, the recruiter handles job descriptions, sourcing, reference checks, and interviews if requested by the hiring manager. You may even authorize recruiters to negotiate the terms and conditions of the role candidates are applying for. They’re also ideal if you’re hiring for technical roles that require specific skills and knowledge. They can conduct specific tests to gauge the candidate’s skill level. For example, if you’re hiring for a data-centric role, then an [Excel exam for employment](https://employtest.com/excel-tests-job-applicants/) is excellent for measuring the candidate’s suitability. Recruiters will often conduct the [behavioral interview](https://employtest.com/hrblog/behavioral-interview-tips/) before sending the candidate to the next round of the process. ### **3. Sourcer** As the name suggests, the sourcer is responsible for finding prospects and reaching out to them about your vacant position. In contrast with recruiters, sourcers proactively contact possible candidates rather than waiting for interested job seekers to send their applications. Sourcers, often scouring through online resume databases or job-hunting platforms like Indeed or LinkedIn, specialize in identifying qualified job seekers. They may even look through industry websites to find prospects interested in job opportunities. ### **4. Recruitment Coordinator** The recruitment coordinator and hiring manager tend to play similar roles regarding how your talent acquisition team operates. They handle logistical aspects like scheduling interviews, managing the applicant tracking system, and facilitating the onboarding process. Aside from that, they can also collaborate with the recruiter in progressing suitable applicants through the company’s hiring funnel. ### **5. Recruitment marketer** In a [2023 Content Stadium survey](https://www.contentstadium.com/wp-content/uploads/2023/06/social-recruiting-employer-branding-report-2023.pdf), 72% of respondents mentioned they already had an employer branding strategy in place. That means you’re falling behind if you don’t. Your employer branding is an unseen but influential factor in how willing job candidates are to work for you. Recruitment marketers are responsible for building your company’s credibility and reputation among job seekers to generate interest in applying for your open roles. Part of their responsibilities could also include lead generation and social media engagement. ### **6. Human resources manager** HR managers aim to ensure that higher-ups are maximizing the workforce and they align with the company’s larger goals and objectives. Responsible for payroll, benefits, and training, they oversee every new employee, making them a necessary part of your talent acquisition team. ### **7. CEO** In a typical chain of command, the talent acquisition team would report to the head of HR, who then reports to the CEO or VP of HR. But in small companies, the hiring team works shoulder-to-shoulder with the CEO to expand their workforce. As the CEO of a small company tends also to be the founder, they’re typically the most knowledgeable about the kind of candidates you should be looking for. While it can take time away from their larger responsibilities, it can also increase early hiring quality in the company’s lifespan. ## **Effectively Hire the Industry’s Best with a Talent Acquisition Team** The quality of your workforce heavily relies on how effective your hiring process is. Hiring more employees isn’t just about getting more hands on deck to accomplish bigger projects. The right hires improve overall employee performance or provide a unique service for market competitiveness. It’s why you shouldn’t skimp on hiring the best of the best if you’re interested in capturing the lead position in your category. An essential step in the hiring process is the interview with HR. But how can you be sure the candidate you’re interviewing really is a great fit for your company while also being highly talented and qualified? Consider testing. EmployTest provides [pre-employment assessment tests](https://employtest.com/tests/) that are essential tools in your talent acquisition team’s arsenal. Want to learn more? Test out [our free sample employment test](https://www.employtest.com/sample-employment-test) to see how your team can add it to your improving hiring process. **Blog Categories:** better hiring process --- ### [Quality of Hire: How to Know if You Hired a Top-Notch Employee](https://employtest.com/hrblog/quality-of-hire-metrics/) **Published:** January 5, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### How Do You Improve the **Quality of New Hires**? To improve the quality of hire, a strategic recruitment process focused on top talent aligned with job needs and culture fit is required. Leverage structured behavioral interviews, pre-hire assessments, and background checks. Provide a positive candidate experience and make competitive offers promptly. The recruitment and hiring processes are potentially time and budget draining endeavors for any organization, especially when done inefficiently. On the other hand, regular [skills assessment tests](https://employtest.com/tests/) and continuously refining your approach help you avoid unnecessary expenses. One metric you can check to measure your recruitment strategy’s effectiveness is the quality of hire. Evaluating this metric protects you against the high costs of less-than-optimal recruitment decisions. It also fosters an environment where employees meaningfully contribute to your company’s success. Let’s examine a few proven insights and tips on how to measure quality of hire so you can bring in top-notch talent who can drive your organization forward. ## **What is Quality of Hire?** Quality of hire is a critical metric in assessing a newly employed team member’s value to a company. Beyond the initial skill match, quality of hire evaluates how well a top candidate aligns with your company culture, adapts to their roles, and contributes to broader organizational goals. Measuring quality of hire means you’re not just filling a position; it’s about enhancing team dynamics and positively influencing company performance. Ensuring new employees contribute to your company’s success is paramount. The [cost of a bad hire](https://employtest.com/hrblog/what-does-a-bad-hire-really-cost-your-business/) can affect productivity and can tank the bottom line. ## **5 Quality of Hire Metrics to Look at** The first few months of a new team member’s employment is your opportunity to see their contributions and potential. Using the following quality-of-hire metrics will help you gain valuable insights into the effectiveness of your recruitment and hiring techniques. Sharing these insights through informal performance reviews also helps boost confidence in new employees, allowing them to experience success early in the relationship or make proactive course corrections to be a better contributor. ### **1. Ramp-up time** Ramp-up time refers to the period when new hires adjust to their roles and work environment before reaching full productivity. Shorter ramp-up times indicate that new employees learn and adapt fast, so they make meaningful contributions earlier than expected. Efficient onboarding processes and training programs can reduce ramp-up time and accelerate the return on investment (ROI) of hiring new employees. ### **2. Job performance and productivity** ![High,angle,view,of,a,person,filling,a,performance,evaluation](https://employtest.com/wp-content/uploads/2024/01/shutterstock_592862549.jpg) These indicators measure employees’ abilities to fulfill their duties and contribute to company goals throughout their employment. High-quality hires consistently demonstrate strong job performance and productivity in their roles, leading to increased revenue, improved customer satisfaction, and enhanced company reputation over time. This means the employee delivers value to your organization from the day they were hired until the day they resign. ### **3. Team feedback** Getting insights from teams working with new hires is crucial since these types of collaborations let you recognize an employee’s communication style and overall contribution to the team dynamic. Positive [team feedback](https://au.indeed.com/career-advice/career-development/why-is-feedback-important-in-the-workplace) suggests that the new hire integrates well into the team and is a good culture fit. On a larger scale, this helps determine how the team’s dynamics are playing a role for company growth. Consider getting feedback at the new hire’s 30, 60, and 90-day anniversary to assess their performance and improvement. ### **4. Client feedback** ![Customer,satisfaction,survey,concept,,users,rate,service,experiences,on,online](https://employtest.com/wp-content/uploads/2024/01/shutterstock_2267328539.jpg) This metric is vital for customer-facing roles like sales associates, customer service representatives, and account managers. Favorable feedback from clients indicates that your new hire provides exceptional service, builds strong customer relationships, and contributes to customer satisfaction. You may conduct surveys or directly ask clients about your team members’ performance. ### **5. Turnover rate** Employees who choose to stay for a long time can contribute more to your organization. For instance, they know the ins and outs of your workflows, so they can offer ideas on how to address bottlenecks in your processes. Additionally, the turnover rate is an overall metric of your ability to make smart hiring decisions. It tells you whether your recruiting and hiring system is working to bring in quality hires or not. To calculate the turnover rate in your company, use the following formula: `Monthly turnover (%) = (Employees separated / Average number of employees) x 100` A low turnover rate reduces recruitment and training costs and fosters a stable and productive work environment. ## **How to Measure Quality of Hire** Assessing the quality of hire is essential for making informed decisions about your recruitment and hiring process. Although you can use several formulas to get objective results, the goal is to derive an average from multiple indicators. The formula below is a good start: `Quality of Hire (%) = (Indicator % + Indicator %) / Number of Indicators` Let’s consider a scenario where you’re quantitatively assessing a new hire based on their job performance, ramp-up time, and team feedback—each scored out of 100, as seen below. - Job performance: 85/100 - Ramp-up time: 90/100 - Team feedback: 80/100 Now, let’s plot the numbers in the formula: ` (85% + 90% + 80%) / 3` `Quality of Hire = 85%` The result indicates that your new hire performs well across the three metrics and significantly contributes to the company. Ultimately, high scores in quality of hire indicate that your new employees can deliver long-term value to your organization. Quality hires help you reduce your [cost per hire](https://employtest.com/hrblog/cost-per-hire/) since you no longer need to frequently restart your recruitment cycles, onboarding, and training programs, all of which cost time, money, and labor. ## Strategies to Improve Quality of Hire Building a stronger team is directly related to improving your company’s quality of hire. Here are some actionable steps for finding and keeping top talent who fits your company perfectly. #### **Refine Your Recruitment Process** To improve quality of hire, start by giving your recruitment process a makeover. Ditch those vague job descriptions and get specific about what you need. When you’re interviewing, ask questions that put candidates in real-world scenarios. Use [pre-employment skills tests](https://employtest.com/tests/) to check skills before you hire someone. Don’t forget to do thorough background checks to avoid any surprises later on. #### **Enhance Candidate Experience** Job hunting is already stressful enough. So why not make it a bit [easier on your candidates](https://employtest.com/hrblog/candidate-experience/ "easier on your candidates")? Keep your application process simple—nobody likes jumping through hoops. Stay in touch with your applicants, and don’t leave them hanging. If they’ve got questions, get back to them pronto. When it comes to pay and perks, look at what other companies offer. You want to be in the game, not watching from the sidelines. And if you find a rockstar candidate, don’t drag your feet. Make that offer before someone else snatches them up! #### **Optimize Onboarding** Welcome new hires the right way with a strong onboarding program. Create a complete plan to help new employees learn their jobs quickly. Give each new hire a mentor to guide them through their first few months. As you hire new employees, communicate exactly what you expect from them and what success looks like in their role. Ensure they have all the tools and training they need to do their best work from day one. #### **Build a Strong Company Culture** Create and maintain a workplace where people want to stay and do their best work. Decide what your company values are and share them with everyone. Ask employees what they think about the company and listen to their ideas for improvement. Notice and reward people who do great work and embody your company’s values. Help your employees balance their work and personal lives to keep them happy and productive. #### **Continuously Improve Hiring Practices** Keep an eye on your process and be willing to shake things up if something’s not working. Crunch the numbers on your hiring data – you might spot some interesting trends. Pick the brains of your new hires and managers. They’ve been through the process and probably have some good insights. And don’t be afraid to borrow ideas from other companies. If they’re onto something good, why not give it a try? ## **Land Quality Employees** Measuring quality of hire is a must-have tool for forming a team of competent and reliable employees. Strategically assessing your new hires can help you save time, effort, and money in the long run. The earlier you improve your recruitment and [hiring processes](https://employtest.com/videos/3-steps-to-improve-your-hiring-process/), the easier it is for your company to reach its goals. Find quality hires with EmployTest. Experience the future of recruitment; [book a consultation with our expert team](https://calendly.com/employtest-sales/test-talk)! --- ### [Diversity Hiring: How to Create an Inclusive Workplace](https://employtest.com/hrblog/diversity-hiring-how-to-create-an-inclusive-workplace/) **Published:** November 30, 2023 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ### What is Diversity and Inclusion in Hiring? Diversity hiring means making an intentional effort to bring in candidates from different backgrounds. That includes race, gender, age, disability status, and more. The goal is to make the hiring process fair and accessible to everyone, not just the people who already fit the mold. Diversity hiring is not just about checking boxes. It’s about making sure your company reflects the real world, not just one version of it. Diverse teams bring new ideas, better problem-solving, and stronger company culture. ### **Why Diversity Hiring Matters** Diversity hiring means going beyond the usual places you recruit from and making a real effort to find people from different backgrounds to fill your open positions. When employees feel like they belong and are respected for their unique contributions, they’re more likely to be happy and productive at work. This creates a positive work environment that benefits everyone. ## **7 Benefits of Embracing Workplace Diversity** Although 43% of American employees are women, top-level and C-suite positions are only held by 1 in 4 women, [**according to a 2023 US DOL 2023 report**](https://www.bls.gov/news.release/pdf/empsit.pdf?mod=article_inline&mod=article_inline). Of those women in executive positions, only 5% were women of color. You can benefit from the following by prioritizing diversity hiring: #### **1. Reach More Candidates** Hiring from a wider talent pool means you’re more likely to spot people with great potential who might otherwise be overlooked. #### **2. Fresh Ideas** Different backgrounds bring different ways of thinking. That leads to better conversations and stronger solutions. #### **3. **Stronger Retentio******n** People are more likely to stay in a workplace where they feel respected and included. #### **4. Improve Brand Image** A company that values inclusion tends to attract both top talent and loyal customers. #### **5. Increase Bottom Line** Studies have shown that diverse companies outperform those that aren’t. According to [**a report by Forbes,** ](https://www.forbes.com/sites/ashleystahl/2021/12/17/3-benefits-of-diversity-in-the-workplace/?sh=7baba5b722ed)companies with a diverse workforce are 35% more likely to have higher profitability. #### **6. Smarter Leadership** Diverse leadership teams lead to better problem-solving, innovation, decision-making, employee engagement, and employer branding by bringing in a range of perspectives and experiences. According to [**McKinsey,**](https://resources.workable.com/stories-and-insights/diversity-in-leadership#why) gender diverse teams see 21% higher profits and 27% more value. #### **7. Understanding Customers** If your team reflects your audience, it’s easier to understand what they need and how to serve them. ## **8 Tips for Improving Diversity Hiring Practices** Here are some top tips for enhancing your diversity hiring strategies: #### **1. Set Clear Goals for Diversity in Your Recruitment Strategy** Start by assessing your current employees and identifying underrepresented groups such as women, minorities, and people with disabilities. Set specific, measurable goals to increase the representation of these groups, and develop targeted hiring strategies. #### **2. Use New Job Boards** Post roles on platforms like [Diversity.com ](https://diversity.com/)or the [Professional Diversity Network](https://www.prodivnet.com/). This brings in candidates you might not reach otherwise. #### **3. Use Inclusive Language** Review and edit your current hiring language to ensure it is inclusive and welcoming. **For example,** you could include text like this within your job posting: *Our company is seeking a talented IT manager for a growing IT department. Candidates should come with experience developing in .NET and have knowledge working with Windows servers.* *We welcome applicants from all backgrounds and experiences to apply. Our company believes in fostering a collaborative work environment where everyone’s perspectives are valued and respected.* #### **4. Standardize the Hiring Process** Implement [**structured interviews with standardized assessments**](https://www.employtest.com/sample-employment-test) and use a diverse panel of interviewers. Using standardized testing as part of your diversity hiring strategy will make sure all candidates get a fair shot. #### **5. Build Targeted Internships** Partner with schools and organizations that support underrepresented students. Many have access to on-campus minority groups, like the Office of Institutional Diversity, Multicultural Student Life Organization, or similar departments. ### **6. Try Blind Screening** Use blind resume screenings and anonymous applications that remove identifying information like name, ethnicity, or gender. Focus on skills and qualifications that can be demonstrated and measured. ### **7. Be Clear on Anti-Bias Rules** Establish clear anti-discrimination policies and procedures that prohibit discrimination based on [background](https://employtest.com/videos/criminal-background-social-media-searches/), gender, or ethnicity. Communicate these policies with every employee and applicant. ### **8. Train Your Team** Run regular training to help employees spot bias, speak up, and work better together. ## **Commit to Creating an Inclusive Workplace** Hiring with inclusion in mind is a strong start. But inclusion needs to show up in the day-to-day. A[ **2020 Gallup poll** ](https://news.gallup.com/poll/328394/one-four-black-workers-report-discrimination-work.aspx)showed that one in four Black and Hispanic workers still face discrimination at work. That tells you everything you need to know. Diversity hiring alone doesn’t fix the problem. Make sure every employee feels safe, respected, and heard. Support employee groups. Create programs that give people space to grow. Build a culture where everyone can contribute. ## **What You Can Do Right Now** Inclusive hiring changes the way your company works. It builds stronger teams, boosts innovation, and helps you grow with purpose. At EmployTest, we help companies reduce hiring bias through skills-based assessments. These tools measure what candidates can actually do. No guesswork, no assumptions. If you’re serious about building a more inclusive workplace, start by changing the way you hire. Let’s make it real, not just a checkbox. Try a [free sample test](https://employtest.com/pre-employment-test-sample/) today and see how it fits into your hiring process. **Blog Categories:** Hiring Tips --- ### [What is a Talent Pipeline and Does Your Company Need It?](https://employtest.com/hrblog/how-to-build-a-talent-pipeline/) **Published:** December 5, 2023 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### **How Do You Create a Talent Pipeline?** To create a talent pipeline, first, identify your ideal candidate persona, then establish an internal recruitment system to provide career development opportunities. Re-engage rejected applicants strategically by offering personalized feedback and maintaining connections. Many companies struggle to hire the right people quickly. If you’re one of these companies, setting up a talent pipeline is one smart way to make the recruitment process smoother. A talent pipeline is a pool of pre-approved candidates you can refer to during recruitment season. Instead of starting the hiring process from scratch each time, building a talent pipeline helps you speed up the sourcing step because you already have a pool of pre-qualified individuals. If you’ve struggled with recruitment and hiring lately, it may be time to consider building a talent pipeline. Read on to learn what it is, why it’s useful, and how your company can use this approach to access top talent. ## **What are Talent Pipelines?** A talent pipeline is a proactive approach to talent acquisition that involves building relationships with candidates even when you’re not actively hiring. Having a candidate pipeline development strategy ensures you have easy access to quality job applicants when you restart recruitment. You may think a talent pipeline is interchangeable with the term “talent pool”. While similar to some extent, a talent pool is a broader group of potential candidates interested in joining your company but may not be ready or suitable for a specific role. They may have applied for previous job openings, attended career fairs, or engaged with your brand through social media. Meanwhile, a talent pipeline comprises candidates you have already assessed or interviewed in previous recruitment cycles. Your talent pipeline can also include internal applicants, should you decide to leverage internal recruitment. ## **3 Benefits of Having a Talent Pipeline** Building a talent pipeline has many advantages over traditional hiring approaches. Here are some: #### **1. Faster hiring process** Having a pool of pre-qualified candidates in your talent pipeline means you don’t have to start from scratch for each job opening. You can quickly choose potential employees from your talent pipeline, reducing your [time to hire](https://employtest.com/hrblog/how-to-reduce-time-to-hire/) and filling key positions promptly. #### **2. Improved candidate experience** Continuously engaging qualified candidates shows you value them and their potential. This positive interaction contributes to a favorable perception of your company, even if you’re not interviewing them yet. As a result, you can improve your employer branding and enhance their [candidate experience](https://employtest.com/hrblog/candidate-experience/). #### **3. Better job candidates** A well-maintained candidate pipeline development strategy allows qualified candidates to better know your company, culture, and specific job requirements. When a position becomes available, you can identify candidates with a deeper understanding and alignment with your company’s values. It then increases the likelihood of securing and retaining top-notch individuals for key roles, before your competition does. ## **How to Build a Talent Pipeline** For a steady supply of qualified candidates, learn how to build a talent pipeline with these simple tips. #### **1. Identify your candidate persona** ![Target,customer,,buyer,persona,,marketing,segmentation,,job,recruitment,concept.,personalization, building a talent pipeline](https://employtest.com/wp-content/uploads/2023/12/shutterstock_2138150823.jpg) A [candidate persona](https://factorialhr.com/blog/candidate-persona/) is a semi-fictional representation of your ideal candidate. Having one can help you clearly understand the specific talents and attributes needed for a particular role. To create a candidate persona, interview successful employees, executives, and current candidates. Ask about their goals, motivations, and interests to form a comprehensive picture of your perfect hire. You can also ask hiring managers and recruiters what they usually look for in candidates and what success looks like to them. When hiring for a project manager position, for example, your ideal candidate may be highly analytical and also have strong [emotional intelligence](https://employtest.com/emotional-intelligence-profile-for-applicants/). [Microsoft Excel skills](https://employtest.com/excel-tests-job-applicants/) may also be a “must-have”, as the position will require data analytics and presenting to upper management. #### **2. Establish an internal recruitment system** Some employees leave their jobs because their employer doesn’t provide career development opportunities. This is where internal recruitment can help you stand out. It allows you to save time, effort, and money. It also gives your current employees the chance for a career change without switching employers. [Studies](https://www.zippia.com/employer/employee-training-development-statistics/) show that 45% of employees would stay at a company longer if it offered learning and development opportunities. Plus, companies with comprehensive training programs see a 24% increase in their profit margins. #### 3. **Re-engage rejected applicants** One of the most effective ways to build a talent pipeline is by re-engaging candidates who were not selected in previous recruitment rounds. For one, you already know their skills and competencies. Since they have previously expressed interest in your company, you might feel confident about their potential cultural fit. Plus, re-engaging them means filling your talent pipeline sooner than you want. If you received 200 applications in the past but only hired one, you have 199 candidates left on your roster. When initiating re-engagement, you could send personalized and constructive feedback about their previous application to emphasize your continued interest. Invite them to join your talent network or sign up for job alerts informing them about relevant opportunities. In this way, you can consider them for future positions. #### **4. Construct rejections strategically** ![A,rejection,letter,in,courier,type, part of talent pipeline](https://employtest.com/wp-content/uploads/2023/12/shutterstock_328059.jpg) Rejecting a candidate is often challenging, especially if they’re qualified, but you can turn it into a hopeful experience with a well-constructed message. First, provide constructive feedback about areas for improvement. You can highlight their strengths and guide on addressing their weaknesses. Let them know you’ll keep them in your database should a position open. Better yet, you can offer [to connect with them on social media](https://resources.workable.com/candidate-rejection-email-template) so you can stay in touch. ## **How To Manage Your Talent Pipeline** Building a talent pipeline is just the start. To truly benefit from it, you need to manage and nurture your pipeline actively. Let’s look at some practical ways to keep your pipeline flowing. #### **Use a Candidate Relationship Management (CRM) System** A CRM system lets you store and track all candidate information, interactions, and engagement levels in one place. This way, it’s easier to segment candidates, personalize communication, and prioritize the most promising prospects. #### **Nurture Relationships** Treat your talent pipeline like a marketing funnel, where you continuously engage with candidates through various touchpoints. Share company updates, job opportunities, and industry insights to keep them informed and interested in your organization. #### **Analyze and Optimize** Regularly check your pipeline’s performance. How quickly are you filling roles? Are your candidates a good fit? Use these insights to fine-tune your approach. #### **Collaborate with Hiring Managers** Maintain close collaboration between your talent acquisition team and hiring managers. Ensure they are aligned on role requirements, candidate evaluation criteria, and the overall hiring strategy for their departments. #### ****Embrace Diversity**** Build a talent pipeline that reflects the diversity of your target talent pool and customer base. Implement [inclusive hiring practices](https://employtest.com/hrblog/diversity-hiring-practices/ "inclusive hiring practices"), remove unconscious biases, and create an environment where diverse perspectives and backgrounds are valued. ### **Maintain Your Connections** Building a robust talent pipeline can work wonders for your hiring efforts. It can reduce your [cost-per-hire](https://employtest.com/hrblog/cost-per-hire/) and time to hire. Plus, it can ensure a steady stream of skilled professionals to drive your company’s success. Adopting a relationship-centric recruitment approach in an increasingly competitive talent market positions your company for sustained growth. EmployTest offers several [pre-employment assessment tests](https://www.employtest.com/) to help you spot qualified candidates for your talent pipeline. The more data-driven you are with your talent pipeline development process, the easier it will be to identify the perfect hires. Enhance your hiring strategy with expert tips.[ Read our comprehensive guide now](https://employtest.com/helpful-tools/ "read our comprehensive guide now")! --- ### [How to Make Internal Recruitment Work for Your Company](https://employtest.com/hrblog/internal-recruitment/) **Published:** November 28, 2023 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### **What Does Internal Recruitment Mean?** Internal recruitment or internal hiring involves filling a vacant position with an employee already part of your organization. The employee can be under any department as long as they fit the role you have to fill. The advantages of internal recruitment can include allowing you to retain your best people, saving your hiring team resources, and guaranteeing cultural fit. There’s no question that finding top talent is a considerable hurdle in recruitment. But what if you already have the perfect candidate, just in a different department? Hiring managers who overlook internal recruitment miss out on the advantages this hiring strategy offers. Savvy companies double down on this strategy to help them sustainably find and retain top talent. Take Infosys, for instance. The company balances its internal and external hiring efforts through its internal platform, [Compass](https://www.wecreateproblems.com/blog/how-infosys-conducts-technical-hiring-planning). It allows employees to easily find new career opportunities within the company. “Your best talent is inside,” said Rajesh Ahuja, the Global Head of Talent Acquisition. “It just requires a nudge to create an internal hiring system that will give you the best talent possible.” Want to learn how you can benefit from internal recruitment? It’s best to first take a moment to understand the process. You can use different internal recruitment methods to fill roles in your organization, beyond simply transferring them from one department to another. These include promoting an employee to a higher position, changing their role’s responsibilities, or reorganizing teams in a larger organization restructure. ## **Internal Recruitment vs. External Recruitment** The primary difference between internal vs. external recruitment is from where you source potential candidates. For internal recruitment, you can work with department supervisors to find the right people for vacant roles. Meanwhile, external recruitment is the process of hiring someone new from outside your organization. It could be an active applicant or an employee from another company who holds a similar position to the one you’re trying to fill, by way of passive or lateral recruitment. While lateral recruitment has the benefit of acquiring talent with the skills you require, it doesn’t eliminate the struggle of seeking candidates outside your company. ## **4 Advantages of Internal Recruitment** In most cases, internal recruitment can be the first step in your hiring process. Looking for potential candidates in your existing workforce brings multiple benefits. ### **1. Helps you retain your best people** ![Sign,displaying,employee,retention.,business,overview,internal,recruitment,method,employed](https://employtest.com/wp-content/uploads/2023/11/shutterstock_2240966897.jpg) According to [McKinsey & Company](https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-great-attrition-is-making-hiring-harder-are-you-searching-the-right-talent-pools#:~:text=(48%20percent%20of%20the%20job%20leavers%20in%20our%20sample).), 48% of job leavers seek work in other industries. For this reason, hiring employees from internal departments could be your ticket to [retaining your best performers with the industry knowledge](https://employtest.com/hrblog/knowledge-transfer-in-workplace/) you want. ### **2. Takes less time and money** [Josh Bersin Company](https://joshbersin.com/internal-hiring-factbook/#:~:text=It%20can%20cost%203%2D5x%20more%20to%20hire%20externally%20with%20all%20financial%2C%20time%2C%20and%20costs%20factored%20in.) believes it can cost you up to five times more to hire talent externally than internally. It isn’t only in terms of money but also in time, taking much longer to find the right fit for a vacant position. Internal recruitment significantly reduces your [time-to-hire](https://employtest.com/hrblog/how-to-reduce-time-to-hire/) and [cost-per-hire](https://employtest.com/hrblog/cost-per-hire/) since the candidate is already within your company. ### **3. Shortens the onboarding process** ![internal recruitment onboarding](https://employtest.com/wp-content/uploads/2023/11/shutterstock_582612412.jpg) Existing employees are already familiar with your internal processes and teams. This factor means you can skip typical, lengthy onboarding programs and instead directly jump to preparing them for their new role. If a [skills gap analysis](https://employtest.com/hrblog/skills-gap-analysis/) reveals a gap in your current workforce, you can replace your usual onboarding process with one more directed at upskilling the selected candidate. ### **4. Guarantees cultural fit** Because the candidate is a current employee, they already understand the company’s organizational structure and will have less of a learning curve in relationship building than someone from outside the organization. ### Disadvantages of Internal Recruiting While internal recruitment has its many perks, it’s not without drawbacks. You’re limited to a smaller pool of candidates, which might mean missing out on fresh talent and new perspectives. This can sometimes lead to stagnation in skills and ideas within your organization. Be aware that internal moves can create vacancies elsewhere in your company. You’ll need to fill the position left behind by the promoted employee. There’s also a risk of stirring up office politics or resentment among those who weren’t chosen for the role. Lastly, always relying on internal candidates might reinforce existing biases or weaknesses in your company. Sometimes, an outsider’s viewpoint is exactly what you need to drive innovation and growth. ## **Internal Recruitment Tips for Successful Hiring** If you’ve never considered internal recruitment, here are a few tips to help your efforts succeed. ### **1. Develop a job posting system** Only a third (33%) of the 3,000 job seekers Gartner surveyed in 2021 sought opportunities within their companies first. This highlights the importance of generating awareness of job openings in your company among your employees. A job posting system doesn’t need to be complex. For example, a company message board can provide a platform for employees to ask hiring questions and receive updates on vacant positions. You can also spread the word through an internal company newsletter, blog, or staff-wide email announcements. ### **2. Collaborate with team leads** ![internal recruitment](https://employtest.com/wp-content/uploads/2023/11/shutterstock_2142010187.jpg) Frontline managers and senior leaders are more familiar with the people on their teams, making them great sources of help in scoping out your current workforce for qualified individuals. But not all heads will be on board with the idea of losing one of their own to another department. Discussions and negotiations will be key in these scenarios for smooth internal recruitment. ### **3. Conduct fair interviews** Fair and transparent interviews prevent potential accusations of bias or favoritism. Gathering multiple stakeholders helps you ensure the candidate you select is objectively the best choice based on their skills, experience, and overall fit for the role. As it can be difficult to eliminate all bias when you know the candidates beforehand, outside experts can help. They can assist with conducting unbiased interviews or effectively administer [pre-employment assessment tests](https://www.employtest.com/) because they don’t have personal connections with the candidates. ### **4. Be gentle with rejections** The caveat with internal recruitment is that rejections can be even more challenging. It isn’t like external hiring, where you aren’t likely to encounter rejected outside applicants daily. The internal candidates you reject will still be in the company, which can cause friction if the process doesn’t go well. Positive and constructive feedback for unsuccessful candidates can help them improve while maintaining professional relationships. Suggest additional certifications they can acquire or skills to work on so you can help them develop their careers. You can also offer other roles in the company that may be better suited to them, softening the impact of their rejection. ## **The Right Talent: Right There All Along** Any recruiter can sympathize with the struggle of finding and hiring top talent. What you may not realize is that the best fit for the role might already be working for you. Internal recruitment saves you time and money and makes onboarding easier since the new hires are already familiar with your processes. When it comes to your onboarding process, being thorough ensures the candidate is the right fit for the role. Because they’re from a different department, they might not yet have the specific skills for the new role they’re about to get. That’s where pre-employment tests can help. [EmployTest](https://employtest.com/tests/) offers several pre-employment assessment tests to help audit the skills of your internal candidates. Get a sneak peek at our success stories: [see how we’ve helped others like you](https://employtest.com/case-studies/)! --- ### [Knowledge Transfer: Your Secret Weapon for a Smarter Workplace](https://employtest.com/hrblog/knowledge-transfer-in-workplace/) **Published:** October 11, 2023 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes ### **What Is Knowledge Transfer?** Knowledge transfer is an organizational process that identifies, documents, and distributes information. It involves exchanging knowledge among the company’s workers or departments. Simply put, knowledge transfer is sharing valuable information and ideas within your organization to retain business-critical skills for years. As more Americans near retirement age, the current workforce is experiencing a generational shift. According to statistics, millennials make up [35% of the current US workforce](https://teamstage.io/millennials-in-the-workplace-statistics/). Meanwhile, trends show that [27% of the US workforce](https://www.zurich.com/en/media/magazine/2022/how-will-gen-z-change-the-future-of-work) will be from Gen Z by 2025. For your organization, this development has huge implications. Your senior and executive employees with invaluable knowledge are set to retire, creating a need for succession. Here, having an effective knowledge transfer plan can help you preserve and pass on this expertise and build the future of the knowledge workforce. But first, what is knowledge transfer? ### What are the Two Forms of Knowledge Transfer? One critical part of the transference of knowledge is applying newly acquired knowledge and skills in different contexts. The goal is to effectively put the acquired knowledge into practice so that the company’s expertise remains relevant and adaptable. Beyond application, another important part of the knowledge workforce is its nature. That is, transference of knowledge comes in two forms: explicit and tacit. - **Explicit knowledge:** This knowledge type is easy to collect and distribute, whether on a physical document, audio clip, or visual file. It often has step-by-step procedures to make it accessible and transferable. - **Tacit knowledge:** Tacit knowledge is a product of experience, making it more challenging to maintain and disseminate. It focuses more on “gained” insights from past successes and failures. As such, it enables you to understand potential problems and their solutions better. ## **Why is Knowledge Transfer Important for your Organization?** Knowledge transfer is a strategic plan for sustaining business-critical skills and knowledge from one workforce generation to another. It also helps you [address skills gaps in your workforce](https://employtest.com/hrblog/skills-gap-analysis/ "address skills gaps in your workforce"). Here are some benefits of having a knowledge transfer plan. ![International,executive,team,people,having,board,meeting,discussing,project,results.](https://employtest.com/wp-content/uploads/2023/10/shutterstock_2021639267-1.jpg) #### **1. Collects and centralizes organizational knowledge** Knowledge transfer involves creating a structured database of lessons learned, innovative solutions, and best practices. It prevents the loss of vital information, especially when key employees leave or retire. This database serves as your “company bible” to guide all employees’ actions and decisions, ensuring everyone is on the same page regarding procedures and quality standards. #### **2. Improves problem-solving and conflict resolution** Sharing knowledge in the workplace enable teams to have accessible insights on addressing challenges. Not only does this accessibility help decision-making, but it also guides you in resolving conflicts regarding projects and other work-related disagreements. #### **3. Efficiently trains new employees** Onboarding new employees becomes more streamlined with a solid knowledge transfer plan. New workers can learn from the wisdom of their predecessors and apply best practices more quickly. Plus, your new hires can tap into the documented knowledge base anytime if they’re still unclear about the organization’s history, culture, and processes. As a result, you can reduce the learning curve and empower new employees to make meaningful contributions from Day One. #### **4. Nurtures future leaders** Knowledge transfer initiatives such as mentoring programs equip emerging talents with the needed expertise for managerial roles. For example, seasoned leaders can pass down strategic perspectives to mentees. Knowledge transfer also imparts leadership philosophies for talented employees to become more effective leaders. Ultimately, these programs can increase your organization’s bench strength or ability to immediately fill vacant positions with talented in-house staff. Then, you can have a smooth leadership transition, ready to tackle future challenges. #### **5. Increases employee retention** Employees who feel you value their knowledge are more likely to stay. Implementing a knowledge transfer process fosters a sense of belonging and professional growth, as it shows your organization’s commitment to employee development. These factors can translate into increased employee retention rates and reduced costly turnover of valuable talent. ## **How to Develop a Knowledge Transfer Plan** Here are steps you can take to jumpstart an effective knowledge transfer process. #### **1. Identify the people with essential knowledge** Employees with critical knowledge should already be on your radar because their unique expertise and experiences contribute to your company’s success. For instance, seasoned engineers with an extensive understanding of proprietary technology can be an excellent knowledge source. ![Knowledge transfer plan in action](https://employtest.com/wp-content/uploads/2023/10/output-onlinepngtools.jpg) #### **2. Collect and store important knowledge** Once you’ve identified the key knowledge holders, the next step is to gather and document their valuable insights. For example, you can initiate the creation of comprehensive documentation of best practices or an archive of project reports and case studies. In coding standards, you can require your software development team to maintain a repository of code snippets and standards that can help ensure consistent quality. #### **3. Distribute the knowledge to all employees** Organizational knowledge only develops when it’s available to all employees. So, you need to ensure that everyone can access company databases for your knowledge transfer plan to be effective. This step may involve developing a user-friendly knowledge management system or an intranet where employees can easily access relevant information. #### **4. Encourage employees to share knowledge** Encouraging a culture of knowledge sharing within your organization can enhance the efficacy of your plan. You’ll need a standard procedure for sharing knowledge in the workplace to ensure everyone can contribute. You can also facilitate better tracking and accessibility by creating a company wiki or knowledge database. Consider an online platform where employees can easily contribute their insights and solutions for a seamless knowledge transfer. ## How to Execute Your Knowledge Transfer Process Effectively You’ve got a solid plan for knowledge transfer. Now, how do you bring it to life? Here are some practical tips to get your initiative off the ground: #### **Set Clear Goals** Know what you want to achieve. Are you aiming to smooth out leadership transitions? Boost team productivity? Having clear targets will keep everyone focused. #### **Match Teachers and Learners** Pair your resident experts with team members eager to learn. Look for people who communicate well as well as those who are ready to put new knowledge into action. #### **Offer Learning Variety** People learn differently. Some prefer hands-on experience, while others like to read. Offer a mix of workshops, written guides, and video tutorials to cater to different styles. #### **Carve Out Time** Don’t let knowledge transfer get pushed to the back burner. Schedule regular sessions and stick to them. Doing this shows your team that learning is a priority. #### **Keep It Digestible** Break down complex topics into smaller, manageable parts. It helps prevent information overload and makes learning less daunting. #### **Welcome Questions** Create an environment where people feel comfortable asking for help or clarification. After all, the only dumb question is the one that doesn’t get asked, right? #### Practice Makes Perfect Give your team opportunities to use their new skills right away. It’s a great way to reinforce learning and shows the immediate value of the knowledge shared. #### **Check In Regularly** Keep tabs on how things are going. Regular check-ins help you spot what’s working and what needs tweaking. ### **Building a Knowledge Transfer for Remote Teams** Keeping knowledge flowing in a remote team takes more than just emails and Zoom calls. A strong framework ensures that critical info doesn’t get lost in Slack messages or buried in inboxes. Here’s how to do it: 1. **Centralize Knowledge** – Use a shared knowledge base (like Notion or Confluence) to store best practices, guides, and FAQs. Make it easy to search and update. 2. **Document Processes** – Create step-by-step guides for key tasks. Screen recordings and how-to videos work even better than long documents. 3. **Encourage Knowledge Sharing** – Set up virtual mentorships, host “Lunch & Learn” sessions, and use chat tools like Slack or Teams for quick Q&As. 4. **Use the Right Tools** – Cloud-based collaboration platforms (Google Drive, Microsoft 365) ensure that everyone has access to updated info—no matter their time zone. 5. **Test for Knowledge Gaps** – Pre-employment tests help identify skills that new hires might be missing, so you can tailor training from Day One. With the right setup, remote teams can share knowledge as easily as if they were in the same office. ### Frequently Asked Questions about Knowledge Transfers #### **What are the biggest challenges in knowledge transfer?** The main hurdles in knowledge transfer include resistance to change, lack of documentation, and generational gaps in the workforce. Many employees hesitate to share knowledge due to job security concerns, while others struggle with documenting their tacit knowledge. A structured plan with mentoring, digital tools, and knowledge-sharing incentives can help overcome these obstacles. #### **How can companies encourage employees to share knowledge?** Make it part of the culture! Recognize employees who share insights, set up mentorships, and use tools that make sharing quick and painless. Pro tip: Pre-employment tests can help find employees who are great at picking up new knowledge fast. #### **What industries benefit the most from knowledge transfer?** Any industry where experience matters: healthcare, finance, law, and engineering all rely on passing down expertise to keep things running smoothly. **How can pre-employment testing help identify knowledge gaps?** Pre-employment tests highlight skill gaps before they become problems. That way, you can tailor training and knowledge transfer to get new hires up to speed faster. ## **Preserving Essential Company Wisdom** Effective knowledge transfer is a lifeline for many organizations where more seniors and executives are near retirement age. Promoting a culture of sharing knowledge in the workplace retains expertise and encourages every employee to contribute to the company’s growth and sustainable success. Reach out to [EmployTest](https://employtest.com/) to learn how to bridge your company’s knowledge gap. We offer [pre-employment assessment tests](https://www.employtest.com/tests/) that can help you identify lacking skills and craft an effective knowledge transfer plan. Check out our [sample pre-employment test](https://www.employtest.com/sample-employment-test) today. Re-optimize your hiring strategy with expert tips: [read our comprehensive guide now](https://employtest.com/helpful-tools/ "read our comprehensive guide now")! --- ### [How to Reduce Time-to-Hire to Ensure Efficient Hiring](https://employtest.com/hrblog/how-to-reduce-time-to-hire/) **Published:** October 6, 2023 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### How to reduce time to fill and time to hire? Reducing time to hire and time to fill involves streamlining recruitment with tech tools. Maintain an active candidate pipeline, use ATS, conduct skills testing and video interviews early, and provide a great candidate experience. Automate tasks, leverage AI for resume screening, and implement structured hiring processes. Time-to-hire is the duration between when a candidate applies for a job and when they receive an official job offer. This recruiting metric is often measured in days. The average time-to-hire is 24 days, but the rate varies across industries. Did you know you can [slash your hiring cycle](https://www.northone.com/blog/small-business/recruitment-statistics#:~:text=12.-,Your%20hiring%20cycle%20can%20be%2060%25%20shorter%20with%20an%20optimized%20recruitment%20process,-The%20hiring%20process) by 60%? This statistic is enormous, especially if your business struggles to fill vacant positions quickly. Hiring in any labor market is challenging. And with the [talent shortage worsening](https://www.hcamag.com/us/specialization/recruitment/global-talent-shortage-getting-worse-survey/442518) each year, finding top-notch candidates is even more complicated. Unfortunately, taking too much time to hire can take a toll on your company. It can bring about lower operational efficiency, not to mention the increasing cost per hire. Plus, you might lose promising applicants to your competitors. That’s why it’s important to know how to reduce time-to-hire. Yes, you can speed up your hiring process without compromising candidate quality. But first, it’s important to understand what time-to-hire means. ![Time,management.,serious,male,employee,looking,at,wrist,watch,checking](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1863565681-1.jpg) ## Why is the Time-to-Hire Metric Important to Track? Delays throughout the recruitment process can frustrate top-tier candidates. They might withdraw their interest and apply to competitors with a quicker time-to-hire. Also, remember that job seekers often have multiple active applications. So, you want to move quickly before another company offers them a job. Plus, excessively lengthy hiring processes can burden your HR team. Hiring managers will need more work hours to evaluate applicants and conduct interviews. As a result, you lose productivity. The financial impact of recruiting can be alarming, too, with the costs of a prolonged hiring process rapidly growing. From advertising job openings to conducting interviews and background checks, these require time and resources. Then, there’s the possibility that the longer a position remains vacant, the more revenue you may lose. For instance, unfilled sales roles can result in missed deals and opportunities for revenue generation. It’s important to consider the candidate experience, as well. You can better engage with your candidates when you make hiring decisions quickly. And happy candidates positively impact your organization, even if you don’t hire them. They can recommend your company to their peers or colleagues and increase your chances of landing top talent. ## **How to Calculate Time-to-Hire** To find out your company’s time-to-hire, compute the days from when the candidate submitted their resume to when they accepted the job offer. You may use the following formula: *The day the candidate accepts the job offer – The day the candidate applies for the job = Time-to-hire* For instance, Candidate A applied on July 1 and accepted the job on July 20. The time-to-hire for this employee is 19 days. To compute your average time-to-hire across all new employees, add the days you took to hire each applicant and divide this total by how many new hires you have. Let’s say you recently hired two people. Candidate B sent an application on July 10 and took the offer by July 23, so their time-to-hire is 13 days. Combining this with Candidate A’s time-to-hire of 19 days, you get 32. After dividing this by 2, your average time-to-hire is 16 days. ## **5 Ways to Reduce Time-to-Hire** Follow the tips below on hiring faster to improve your recruitment and hiring efficiency and candidate experience. ### 1. Create a structured hiring process An entire cycle in recruitment usually has the following steps: preparing, sourcing, screening, selecting, hiring, and onboarding. By thoroughly planning each step, you can avoid bottlenecks and delays while ensuring you focus your time and effort on working with high-potential candidates. ![Isometric,recruitment,agency,horizontal,infographic,with,job,application,background,check](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1716329131-1-1.jpg) For example, you can do a brief phone interview after sorting through resumes to filter out candidates who don’t fit the bill. [Pre-employment assessment tests](https://www.employtest.com/) are also an efficient way to verify skills and identify candidates who fit your company well. ### 2. Leverage sourcing channels LinkedIn, Indeed, and JobStreet are the most popular candidate-sourcing channels. However, you can also use social media to increase your reach. Facebook, Twitter, and Instagram give you a wider audience than online job boards. Some job boards cater to specific professions, such as accountants, paralegals, and more. These online platforms come in handy when you’re hiring specific skilled workers. ### 3. Develop a talent pipeline A talent pipeline is a pool of candidates ready to fill a position, and a well-built talent pipeline is a proactive recruitment strategy that drastically reduces time-to-hire. The candidates can either be employees gearing up for advancement or potential hires. When you have a group of pre-screened individuals, you can skip the advertising and screening steps and go straight to candidate selection. It’s like having a line of backup team members on hold. You can tell them about the vacant position to know if they’re interested. You can also locate prospects through conferences and work gatherings. These venues help expand your connections, including potential candidates. They also provide opportunities for interacting with job candidates so you can have first-hand information on who fits well in your organization. From there, it’s a matter of maintaining contact and engagement to develop your talent pipeline. ### **4. Broaden your touchpoints with applicants** The hiring process can stir up various emotions for applicants. They might go through frustration, anxiety, or even boredom, especially when left hanging for a long time. After interviews and assessment tests, stay in touch with them. Keeping applicants in the loop about the following steps will retain their interest in joining your company. Open communication also gives candidates a good impression of your company. When you engage with them often, they trust you and want to be part of your organization even more. ### 5. Facilitate collaboration between hiring managers Typically, multiple staff and team leads participate in the recruitment process. A clerk might do the initial phone screening, followed by the HR manager and interviewers. All of them have their own opinions and insights about the candidates. However, collaboration and sharing of ideas can help speed up the entire process. ![Serious,male,boss,team,leader,hr,recruiter,talking,to,businesswoman time-to-hire](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1443616970-1.jpg) Communicating candidate information online, including notes from calls and meetings, gives everyone in-depth knowledge of each applicant. From hiring to onboarding, the process becomes smoother and more efficient when everyone’s on the same page. ## **Hire in No Time** The hiring process can be time-consuming, but it doesn’t have to be. A structured method, teamwork, and the right tools can optimize recruitment practices to help your company build the human resources it needs for maximum productivity. To further refine your recruitment, turn to EmployTest. We offer multiple [pre-employment assessment tests](https://www.employtest.com/tests/) that speed up your hiring process by allowing you to objectively evaluate applicants, helping you hire faster. Experience the future of recruitment.[ Book a consultation with our expert team](https://calendly.com/employtest-sales/test-talk)! --- ### [4 Behavioral Interview Tips and Key Questions for Hiring Managers](https://employtest.com/hrblog/behavioral-interview-tips/) **Published:** October 2, 2023 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ## **What Is a Behavioral Interview?** A behavioral interview is a hiring method that focuses on how a candidate handled real situations in past jobs. Instead of guessing how someone *might* act, you’re looking at how they’ve already responded in work settings, giving you a clearer picture of how they’ll likely perform. By asking about specific experiences, hiring teams can get a better sense of a candidate’s problem-solving skills, communication style, and how they show up under pressure. ### **Why is Behavioral Interview Important?** Behavioral interviews are vital for evaluating a candidate’s soft skills and fit with the company culture. Instead of just looking at technical know-how, these interviews explore how candidates approached and resolved past challenges. This gives hiring managers a real understanding of a person’s problem-solving, communication style, and values; key factors for ensuring a successful hire and long-term fit. When finding the right candidates for your company, pre-employment assessments, like conducting a behavioral interview and other tests, make recruitment more manageable and effective. They reduce the chances of hiring mistakes, saving you time and resources in the long run. One example of a pre-employment assessment is behavioral interviews. A behavioral interview simplifies evaluating applicants by analyzing their personalities to determine whether they fit the job and company culture. As a result, you lower your risk of getting a bad hire. It pays to understand what behavioral interviewing is and identify questions you can ask to improve your recruitment process. ## What Is Behavioral Interviewing? Behavioral interviewing encourages candidates to provide specific examples of when they used a particular skill or behavior. Take this question, for example: *Recall a time when a colleague was deliberately unproductive. How did you handle the issue?* It shows the candidate’s sense of accountability and responsibility or approaches to handling similar problems as an employee of your company. You can also mix in situational questions, like asking how they’d respond to a challenge they might face in your workplace. Together, these types of questions help you see both past behavior and future thinking, an ideal combo when hiring. ## **4 Behavioral Interview Tips** Adding behavioral interviews into your recruitment processes is important to improve the quality of new hires. Here are some behavioral interviewing tips to help you maximize them. ### **1. Ask questions based on the job** Don’t wing it. Tie each question to the role’s day-to-day demands. Hiring for customer service? Ask how they’ve handled upset customers or tricky calls. Their answers give you insight into how they think on their feet and whether their style fits your team. ### **2. Use a mix of situational and behavioral** Use a combination of situational and behavioral interviewing tips to gain a comprehensive understanding of each candidate’s knowledge and skills: - **Situational questions** ask how the candidate would react to hypothetical situations. - **Behavioral questions** inquire about how the applicant dealt with issues in their previous jobs. Combining different question types produces a well-rounded assessment of applicants’ critical thinking, adaptability, and other relevant skills, ensuring you’re conducting a behavioral interview that thoroughly evaluates their capabilities. ### **3. Ask follow-up questions** Candidates may at times give vague or incomplete responses, so be prepared to ask[ follow-up questions](https://hbr.org/2014/11/tactics-for-asking-good-follow-up-questions). This step prevents misunderstandings and allows you to dive deeper into their values and decisions. More importantly, additional unexpected questions test how applicants perform under stress. However, avoid excessive questioning that might make the interview feel like an interrogation. Be an active listener and probe for further details, but keep your follow-up questions relevant. ### **4. Schedule debrief meetings with other interviewers** Debrief with other interviewers following each interview to gather evaluations and form a single decision, such as whether to advance the candidate to the next recruitment stage. Creating a space to share perspectives and observations minimizes individual biases in the hiring team, while forming a more comprehensive assessment to guide the final hiring decision. ![Diverse,employees,gathered,in,the,office,having,fun,during,brainstorming, behavioral interview](https://employtest.com/wp-content/uploads/2023/10/shutterstock_2159352299-1.jpeg) ## **5 Behavioral Interview Questions You Need to Ask** The following questions assess a candidate’s skills, behaviors, and decision-making abilities in various work-related scenarios. 1. Describe the most significant failure you’ve experienced in your previous job. What led to that situation, and how did you resolve it? 2. How did you manage colleagues who were challenging to work with? 3. What did you do when your manager made a decision that, in your opinion, is ill-advised? 4. Talk about when you had multiple competing deadlines and how you managed them. 5. Describe a project or initiative you led. What was your role, and how did you organize and motivate your team to achieve the desired outcome? ## **Pick the Right Candidates with EmployTest** Behavioral interviews are a reliable way to spot how a person might work with your team. They give you real examples of their strengths, judgment, and personality, key pieces of the hiring puzzle. EmployTest can help you with behavioral interviewing. We offer many different [pre-employment assessment tests](https://www.employtest.com/tests/) to help you determine suitable candidates for your organization’s growth. Sound promising? Check out our free [sample employment test](https://employtest.com/pre-employment-test-sample/) to see how it would work for you! --- ### [Skills Gap Analysis: How to Measure Your Employees' Skills](https://employtest.com/hrblog/skills-gap-analysis/) **Published:** September 22, 2023 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes As your company grows, the skills required to grow your business also evolve. You may need to automate workflows, such as your candidate screening process. The problem? There aren’t enough skilled professionals to handle these tasks. This talent gap or shortage isn’t new. Many companies struggled with skill gaps even before the COVID-19 pandemic hit, but it worsened the talent shortage. As such, 69% of companies invested more in skill-building after COVID-19 due to the rapid technological advancements during the pandemic. A skills gap analysis is necessary to understand what new knowledge your company needs to keep growing. Keep reading to learn what a skills gap analysis is and how to conduct one for your workforce. ## **What is a Skills Gap Analysis?** A skills gap analysis is the practice of identifying what your workforce is capable of and what your company needs to achieve its goals. The “gap” refers to the specific skills your business lacks that delay your organizational growth. ![Skills,gap,analysis,concept,,determine,access,identify,steps,to,upskill](https://employtest.com/wp-content/uploads/2023/10/shutterstock_2275845143-2.jpeg) For example, you may not have realized that excellent knowledge of [warehouse operations ](https://employtest.com/warehouse-pre-employment-test/)is a level of experience that many people have, though it may be missing in your organization. This is one of the many examples of skill gaps in the workplace you can encounter. Closing the workforce skills gap in your company allows you to stay competitive and continue satisfying your customers’ expectations. It’s important to address the lack of skills in business immediately. Otherwise, your customers might leave in favor of competitors who offer more modern tools, products, and services. ## **How to Conduct a Skills Gap Analysis** Skills gap analyses don’t need to be stressful or lengthy to be effective. Follow the few simple steps below to conduct your own. ### **1. Understand current and future workforce trends** What skills are your competitors investing in? If you’re not sure, monitor their job postings to see how they are ensuring the future of their business. Take automation, for example. There’s been a trend of businesses adopting artificial intelligence (AI) for their operations. According to the[ World Economic Forum](https://www.weforum.org/reports/the-future-of-jobs-report-2023/digest/), clerical and secretarial roles are becoming less important because of digitalization and automation. Plus, 44% of core skills won’t stay the same in the next five years. Analytical and creative thinking are in demand now. This gives you insight into what your company may need to become future-proof. ### **2. Determine skills necessary for business goals** There are two skill categories you need to be aware of in a company: noncritical and critical. Noncritical skills don’t directly contribute to your company’s core functions and objectives, while critical skills are the ones that do. Your company’s goals will determine what is and isn’t a critical skill. Where does your company want to go? What do you want to achieve? An example might be a law firm needing to scale up automation of its workflows to accommodate more clients. Exploring skills related to automation will point you in the right direction. ### **3. Measure your current skills** Your workforce’s current skills provide the baseline of your skills gap analysis. From this step, you can determine what skills you need to add or improve to propel your business forward. You can measure your employees’ skills in different ways. Using more than one can help you better understand how your skill set meets your goals, industry standards, and future labor trends. Here are a few skill measurement approaches to consider trying: #### **Employee surveys** ![Cropped,image,of,businessman,giving,online,survey,on,laptop,at](https://employtest.com/wp-content/uploads/2023/10/shutterstock_376185307-2.jpeg) Employee surveys gather information about your staff’s perceptions of their capabilities. In these surveys, employees rate how proficient they believe they are in certain skills, what else they lack, what they want to work on, and how they best learn. #### **Employee skills tests** Testing your employees’ skills reveals gaps and areas for improvement. Through [employee skills assessments](https://www.employtest.com/tests/), you can evaluate which profession-specific skills each worker and department needs additional training in. Make sure to include your management team in your skills tests. [Management assessments](https://employtest.com/management-aptitude-test/) allow you to identify if your leaders are effective at their jobs and whether a person is fit to take the next step and move into a management role. #### **Performance reviews** Performance reviews are a more collaborative way of measuring skills, enabling you and employees to identify their strengths and points of improvement. Everyone talks about performance reviews, but does your company have a systematic way of evaluating job performance? #### **360-degree reviews** Employees may not recognize their shortcomings and weaknesses or that they lack skills, which is where 360-degree reviews come in. These combine assessments from those employees they report to, work with, and manage or lead. Through these reviews, you get a clear picture of an employee’s performance based on their work relationships. ### **4. Close the employee skills gap** Generally, there are three popular approaches to closing the skills gap: upskilling, hiring, or outsourcing. How do you know which is best for you? Upskilling allows employees to learn new skills and be more effective in their current roles. For instance, managers-in-training can work on their leadership, people management, and public speaking skills to become effective leaders. On the other hand, hiring new team members is ideal if you’ve identified new critical skills that your workforce lacks. If you want to establish a dedicated customer service team separate from your sales agents, you’ll need to hire employees who excel at speaking to different types of people and can handle irate customers. Ensuring potential candidates take a [skills assessment test for employment](https://www.employtest.com/) is beneficial in determining if they are right for the role. Meanwhile, outsourcing is a cost-effective method of expanding your workforce without needing basic skills training for employees. Outsourcing companies have a pool of experts from different industries that you can tap to shrink your skills gap. ### **5. Monitor the results** Whether you upskill, hire, or outsource, you need to regularly monitor the results of your strategy to know if you’ve successfully closed your skills gap and continue to stay on track. But when is the best time to conduct your next skills gap analysis? It depends on your company’s needs and goals. It’s helpful to perform one when there’s a significant internal change, such as a department reorganization or leadership transition. If your company has set new goals or fallen short of one, conducting a skills gap analysis will guide your path toward achieving business success. You can start with an annual analysis to measure your year-over-year growth, if it’s your first time conducting this evaluation. Moving forward, an every-other-year approach may be good enough. ## **Bridging Gaps, Boosting Success** Closing your company’s skills gap doesn’t happen overnight. It requires careful research and analysis of what skills will make your company more competitive. Assessment data plays a key role in spotting skill gaps and helping you build a stronger team. [EmployTest](https://employtest.com/tests/) offers a range of skills assessments and pre-employment tests designed to measure current knowledge and identify areas for improvement. Whether you’re testing job applicants or current employees, these tools give you a clear view of where people excel and where they might need support. That kind of insight helps you make smarter decisions, boost productivity, and invest in training where it actually matters. Try a [free sample employment test](https://www.employtest.com/sample-employment-test) now to discover how it can help improve employee performance. --- ### [Lights, Camera… Disaster! 9 Times Hiring Went Wrong on Screen](https://employtest.com/hrblog/hiring-mistakes-movies-tv-shows/) **Published:** February 26, 2025 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Hiring the wrong person is one thing. Hiring a *walking red flag* is another. If you’ve ever been part of disastrous hiring mistakes (or watched one unfold in slow motion), you know the pain. But hey—at least you didn’t accidentally hire a mob informant or build a sales team that resorts to *actual* crime. Luckily, Hollywood has given us some of the worst hiring mistakes imaginable. Let’s laugh, cringe, and maybe take a few notes. --- --- #### **1. The Office (2005-2013) – When the Boss Is the Biggest Problem** **Hiring Mistake:** Promoting someone *just because they’ve been there a long time.* Michael Scott (Steve Carell) is **legendary**—but not for his management skills. He’s great at sales, but in a leadership role? **Total disaster.** He’s unfiltered, inefficient, and *constantly* testing HR’s patience. **Lesson learned:** Being good at a job **doesn’t** mean someone is ready to lead. A [**Supervisor Aptitude Test**](https://employtest.com/supervisor-aptitude-test/) could’ve saved Dunder Mifflin *so much* chaos. #### **2. Emily in Paris (2020) – When Your New Hire Lacks Basic Job Skills** **Hiring Mistakes:** Assuming enthusiasm makes up for a lack of qualifications. Emily lands a job at a Parisian marketing firm, but she doesn’t understand the market, the culture, or even basic workplace expectations. Her coworkers don’t take her seriously, and her mistakes cause more problems than solutions. **Lesson learned:** A positive attitude is great, but **actual skills matter too.** A [**Cognitive and Reasoning Test**](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) could’ve flagged some major skill gaps before she started. #### **3. The Devil Wears Prada (2006) – When “Sink or Swim” is the Onboarding Plan** **Hiring Mistakes:** Hiring someone with no experience, then immediately throwing them into chaos. Andy Sachs (Anne Hathaway) lands a job as Miranda Priestly’s assistant despite knowing nothing about fashion—or basic office tasks. Forget runway trends; she struggles with emails, scheduling, and, at one point, formatting a document (which, in this office, is a fireable offense). Her boss, Miranda (Meryl Streep), expects perfection. Andy? Just trying to figure out how to print in landscape mode. It’s a workplace disaster waiting to happen. **Lesson learned:** If the job involves computers (spoiler: most do), a [Microsoft Office Skills Test](https://employtest.com/microsoft-office-skills-test/) is not overkill. #### **4. The Departed (2006) – Background Checks: Just Do Them** **Hiring Mistake:** Letting a *literal* mob informant join law enforcement. The Massachusetts State Police hand Colin Sullivan (Matt Damon) a badge and a gun, completely missing the fact that he’s working for the mob. What follows is a masterclass in *what happens when you hire without checking references*—spoiler: it’s bad. **Lesson learned:** [Background checks](https://employtest.com/hrblog/reference-check-questions/) exist for a reason. A little due diligence can prevent your new hire from, you know, *betraying your entire organization*. #### **5. Glengarry Glen Ross (1992) – The Sales Team from Hell** **Hiring Mistake:** Confusing *aggression* with *competence*. This movie is an HR nightmare from start to finish. The company hires a group of cutthroat salesmen, pits them against each other, and wonders why things spiral into *fraud, theft, and pure workplace anarchy*. **Lesson learned:** A great manager builds up their team—a terrible one tears them down. A [managerial aptitude test](https://employtest.com/management-aptitude-test/) could’ve prevented this entire mess. #### **6. The Wolf of Wall Street (2013) – When “Charismatic” Means “Probably Illegal”** **Hiring Mistake:** Hiring *literally anyone* who can sell, regardless of morals. Jordan Belfort (Leonardo DiCaprio) is proof that charisma doesn’t equal integrity. He’s smooth, persuasive, and an absolute master of sales—but his business model is pure crime. Stratton Oakmont doesn’t care who they hire, as long as they can sell. No ethics screenings, no accountability—just a high-energy, high-risk disaster waiting to happen **Lesson learned:** A candidate who talks a big game might be your next star employee—or your biggest liability. An[ elite personality profile test](https://employtest.com/personality-profile/) could’ve flagged Jordan’s, uh, questionable ethics before the SEC did. #### **7. The Internship (2013) – When “Culture Fit” Goes Too Far** **Hiring Mistake:** Giving jobs to people based on *vibes*, not qualifications. Owen Wilson and Vince Vaughn land internships at Google despite having **zero** tech experience. Sure, they’re fun guys, but should they really be responsible for *anything* involving code? **Lesson learned:** Culture fit is great, but *so are actual skills*. “They’ll figure it out” is not a hiring strategy. A [skills assessment](https://employtest.com/tests/) could’ve saved everyone a lot of trouble. #### **8. Suits (2011-2019) – The Ultimate Fake Resume** **Hiring Mistake:** Not verifying *anything* on a candidate’s resume. Mike Ross (Patrick J. Adams) bluffs his way into a top-tier law firm *without a law degree.* He’s smart, sure, but *nobody* at Pearson Hardman bothers to check his credentials—leading to **years** of legal chaos. **Lesson learned:** A quick **Credential Verification** could’ve stopped this before it started. *Trust, but verify.* #### **9. Breaking Bad (2008-2013) – When You Hire Based on Desperation** **Hiring Mistake:** Ignoring *glaring* red flags. Walter White hires Jesse Pinkman as his business partner—not because he’s *qualified*, but because he’s available. Sure, Jesse has *some* experience, but he’s also reckless, impulsive, and, well… **a liability.** **Lesson learned:** Hiring out of **desperation** rarely ends well. Take your time. **The right hire is worth the wait.** ### **Final Thoughts: Hollywood Hiring vs. Real Life** Movies make hiring mistakes entertaining. In real life? Not so much. Bad hires lead to headaches, lost revenue, and those *painfully awkward* HR meetings nobody wants to be in. So, before making that next offer, remember: - Run a background check - [Test for **actual** skills](https://employtest.com/tests/) - Screen your managers (because *Blake* should never run an office) And for the love of all things HR, maybe don’t hire a Colin Sullivan. **Blog Categories:** Hiring Tips --- ### [Manufacturing Skills Assessments: Ready for the “Reshoring” of US jobs?](https://employtest.com/hrblog/manufacturing-skills-assessments-ready-for-the-reshoring-of-us-jobs/) **Published:** April 21, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes As U.S. manufacturing makes a major comeback, companies face a new challenge—finding skilled workers. Manufacturing skills assessments are helping HR teams hire smarter and faster amid the reshoring surge. **In this article, you’ll learn:** - Why is U.S. manufacturing reshoring growing? - What are the challenges in hiring skilled manufacturing workers? - What core skills are required for manufacturing roles? - How do manufacturing skills assessment tests help in the hiring process? - What are the benefits of using assessments to hire smarter and reduce risk? Manufacturing is coming home. Over the last few years, [U.S. companies have been reshoring production at a record pace](https://www.wsj.com/articles/u-s-companies-on-pace-to-bring-home-record-number-of-overseas-jobs-11660968061). From EV batteries to [semiconductors](https://manufacturing-today.com/news/us-semiconductor-industry-gets-a-multi-billion-dollar-boost/), factories are opening across the country. And they’re hiring fast. But here’s the catch: the talent pool hasn’t kept up. For HR teams, the challenge isn’t just filling roles, it’s making sure candidates actually have the skills to succeed. That’s where a **manufacturing skills assessment test** comes in. ### **What’s Driving the Manufacturing Comeback?** The pandemic, supply chain meltdowns, and rising geopolitical tensions forced companies to rethink global manufacturing strategies. Add in new [federal incentives](https://www.congress.gov/bill/117th-congress/house-bill/4346) like the CHIPS Act, and reshoring became more than just talk—it became action. Now, major players like Intel, Ford, and Samsung are investing billions into U.S. manufacturing. In 2022 alone, [more than 350,000](https://scrgww.com/insights/what-is-reshoring/#:~:text=Job%20creation%3A%20Reshoring%20brings%20manufacturing,in%202022%2C%20a%20record%20high.) jobs were created through reshoring and foreign direct investment. But manufacturing doesn’t just need warm bodies. It needs people with the right mix of practical skills, attention to detail, and the ability to keep up with tech-driven production lines. ### **What Skills Do Today’s Manufacturing Roles Require?** This isn’t the same manufacturing landscape from 20 years ago. Workers now need to be fast, accurate, and tech-comfortable. Some of the most in-demand skills include: - **Attention to detail:** Avoiding costly mistakes in fast-moving environments. - **Basic math and measurement:** Think unit conversions, fractions, and shop-floor calculations. - **Computer literacy:** Many roles involve screens, not just power tools. - **Following safety protocols:** Knowing how to stay compliant and avoid accidents. - **Problem-solving:** Equipment breaks. Processes jam. Quick thinking matters. Some candidates may *say* they can do all of this. But how can you be sure—before they’re on the floor? ### **The Power of Manufacturing Skills Assessments** A [manufacturing skills test ](https://employtest.com/light-industrial-skills-test/)is designed specifically for hiring in light industrial and manufacturing roles. It’s not some generic aptitude test—it’s built to assess the core capabilities that matter most in your day-to-day operations. Here’s what it evaluates: - [**Attention to detail**](https://employtest.com/attention-to-detail-test/) - [**Basic math**](https://employtest.com/math-assessment-test-pre-employment/) - [**Computer literacy**](https://employtest.com/computer-skills-tests-for-applicants-employees/) - **General employment skills** (like safety, instructions, and quality control) This [**basic manufacturing skills test** ](https://employtest.com/light-industrial-skills-test/)gives hiring teams instant insight into whether a candidate has what it takes—before you waste time onboarding someone who isn’t ready. ### **Save Time. Reduce Risk. Hire Smarter with Manufacturing Skills Assessment Test** When your team is hiring for dozens—or even hundreds—of roles, speed matters. So does accuracy. - **Resumes can be misleading.** Not every candidate with “experience” on paper has the precision or work ethic needed for your facility. - **Interviews don’t always uncover skill gaps.** Especially when time is short and teams are under pressure to fill roles quickly. By using **manufacturing skills assessments** early in the hiring process, you can: - Filter out unqualified candidates automatically - Reduce costly hiring mistakes - Focus your interviews on people who are ready to go You’ll also get more confident about hiring applicants from other industries—like logistics or warehouse work—because the test shows you whether they can transition with ease. ### **The Reshoring Trend Isn’t Slowing Down** With billions of dollars flowing into new U.S. manufacturing projects, the hiring demand isn’t going anywhere. But the companies that win in this reshoring surge will be the ones who invest in hiring smarter—not just faster. That starts with better screening. EmployTest’s **manufacturing skills assessments** help HR teams identify top candidates with the skills to succeed in industrial roles. Whether you’re staffing up a new plant or backfilling your core team, testing gives you the data you need to hire with confidence. Ready to build your manufacturing team the right way? Explore how EmployTest’s [industrial skills assessments](https://employtest.com/light-industrial-skills-test/) can help you hire faster with fewer surprises. --- ### [Industrial Skills Test: Which Should You Use?](https://employtest.com/hrblog/industrial-skills-test-roles/) **Published:** April 1, 2025 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes Choosing the right industrial skills test ensures candidates are truly job-ready, from machine operators to team leaders. This guide breaks down which tests, from mechanical aptitude to attention to detail, match each job position, such as machine operator, supervisor, and QA inspector. **In this article:** - What industrial skills tests are and why they matter - A role-by-role breakdown of the best assessments to use - How tests like Attention to Detail, Supervisor, and Cognitive Profile help - Key skills these tests uncover: accuracy, speed, tech comfort, and leadership - How testing reduces hiring risks and improves team performance Whether you’re staffing up an assembly line or filling a supervisor seat, the right pre-employment test gives you confidence that a candidate is ready before they hit the floor. ### **What Is An Industrial Skills Test?** These are job-focused assessments that check whether a candidate has the *practical* skills needed for success in roles like: - Machine operation - Quality inspection - Inventory handling - Line work - Supervising production teams Instead of relying on guesswork, these tests show you how well a candidate can pay attention, solve problems, follow instructions, or use basic tech. ### **Not Sure on What Industrial Skills Test to Use?** Here’s a cheat sheet: ![Choosing Industrial Skills Test For Jobs](https://employtest.com/wp-content/uploads/2025/04/CHOOSING-INDUSTRIAL-SKILLS-TEST-FOR-JOBS.jpg)If you need broader screening for high-volume roles, start with the *Industrial Success Profile* and layer in others based on the role. ### **Matching Tests to Roles: What to Use (and When)** Here’s a quick guide to common manufacturing and industrial roles—and the [**best-fit tests**](https://employtest.com/tests/) for each one: #### **Machine Operator** **Use:** - [*Industrial Success Profile Test*](https://employtest.com/light-industrial-skills-test/) - [*Attention to Detail Test*](https://employtest.com/attention-to-detail-test/) Why: These roles demand hands-on focus, strong visual accuracy, and the ability to follow procedures without cutting corners. One mistake could slow the entire shift down. **Assembly Line Worker** **Use:** - [*Industrial Success Profile Test*](https://employtest.com/light-industrial-skills-test/) - [*Attention to Detail Test*](https://employtest.com/attention-to-detail-test/) Why: Speed and consistency are key, but so is accuracy. This test combo evaluates whether someone can work quickly without sacrificing precision. #### **Quality Assurance Inspector** **Use:** - [*Attention to Detail Test*](https://employtest.com/attention-to-detail-test/) - [*Cognitive Profile Test*](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) Why: QA roles are all about spotting small issues before they become big ones. This test zeroes in on pattern recognition, accuracy under pressure, and visual alertness. #### **Inventory Auditor** **Use:** - [*Basic Computer Skills Test*](https://employtest.com/basic-employment-skills-test/) - [*Attention to Detail Test*](https://employtest.com/attention-to-detail-test/) Why: Inventory roles often involve digital systems and tracking. This combo ensures the candidate can manage digital tools *and* catch inconsistencies or errors in counts. #### **Supervisor / Team Leader** **Use:** - [*Supervisor Test*](https://employtest.com/supervisor-aptitude-test/) - [*Cognitive Profile Test*](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) Why: Supervisors need strong judgment, people management, and problem-solving skills. These tests evaluate leadership ability, decision-making, and situational awareness. ### **What These Tests Help You Uncover** These assessments don’t just test general knowledge—they’re designed to reflect the real work your candidates will do. With the right combination, you’ll get insights into: - Speed and accuracy under time pressure - Ability to spot visual differences - Comfort with computer systems or digital tools - Decision-making and leadership potential - Understanding of workplace rules and safety And most importantly: you’ll reduce hiring risk. ### **Final Word** Hiring in industrial settings doesn’t have to rely on gut instinct. The right [**manufacturing skills test**](https://employtest.com/light-industrial-skills-test/) gives you clear, objective insights—so you can move faster, avoid bad hires, and build a stronger team. Want help choosing the best-fit assessments for your roles? [Get in touch](https://employtest.com/contact-us/) —we’ll walk you through it. --- ### [Basic Industrial Skills Test: A No-Nonsense Guide](https://employtest.com/hrblog/basic-industrial-skills-test-guide/) **Published:** March 27, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Using a Basic Industrial Skills Test helps HR pros quickly spot job-ready manufacturing talent. Cut training time, boost safety, and hire smarter with tools such as basic industrial skills tests, attention to detail tests, and mechanical aptitude tests. --- --- --- --- **In this article:** - What Basic Industrial Skills Tests measure - Why they’re critical for modern manufacturing - Step-by-step guide to using them in hiring - Key benefits: faster hiring, fewer mistakes, better retention - FAQs on cost, compliance, and small business use American manufacturing is predicted to be [booming again](https://www.industryselect.com/blog/hiring-trends-in-the-us-manufacturing-sector), bringing thousands of new jobs back to the States. This is great news, except not every new hire is ready for today’s high-tech factory floor. You need workers who quickly master smart machines, adapt on the fly, and stop costly mistakes before they start. **Can your hiring process keep up?** If you are using Basic Industrial Skills Tests, yes. This straightforward assessment quickly identifies candidates with essential manufacturing skills like mechanical aptitude, attention to detail and basic technology skills. ## **Basic Industrial Skills Test? What is that?** Basic industrial skills tests objectively measure whether candidates have the right skills and traits to succeed in manufacturing roles such as: **Core Manufacturing Skills:** Can they run machines safely and maintain quality standards? **Attention to Detail:** Can they spot problems before they become expensive headaches? **Digital Know-how:** Are they comfortable using modern tech like spreadsheets and inventory systems? **Mechanical Skills:** Do they get how machines work? Can they troubleshoot on the spot? **Adaptability:** Can they handle changes without melting down? **Teamwork:** Can they communicate clearly and work well with others? ### **How Basic Industrial Skills Testing Saves Your Sanity (and Money)** In manufacturing, **finding the right people is more crucial than ever**. Basic industrial skills tests can be a key part of making smart hiring decisions and snagging employees who will help lift the entire team. If you’re still not convinced, consider these benefits: - **Spot the Stars Early:** No more wasting time interviewing unqualified candidates. - **Less Time Training:** Hire people who already know what they’re doing, so they are productive from day one. - **Fair Hiring, No Drama:** Tests focus on skills, removing guesswork from the hiring process. - **Boost Workplace Safety:** Qualified candidates reduce workplace accidents and comply with safety protocols. - **Cut Down on Turnover:** Get it right the first time by choosing people who’ll stick around and grow with your company. ![Basic Industrial Skills Test Applied In Company](https://employtest.com/wp-content/uploads/2025/03/Basic-industrial-skills-test-applied-in-company-1024x576.webp)\#image\_title## **Easy Steps to Add Basic Industrial Skills Test to Your Hiring** #### **Step 1: Know Your Needs** Identify the roles you hire for most frequently and outline the essential skills for success in each role. #### **Step 2: Pick the Right Tests** Pick assessments that match role requirements. For example, machine operators benefit from mechanical aptitude tests, while supervisors need leadership assessments. #### **Step 3: Test Before Interviews** Administer tests before interviews. This strategy ensures only genuinely qualified candidates advance to the interview stage. #### **Step 4: Set Clear Standards** Set objective scoring benchmarks that clearly define pass and fail criteria, making hiring decisions straightforward and transparent. #### **Step 5: Trust the Data** Use the results to confidently hire the right people without second-guessing yourself. ### **How to Choose the Right Test Platform** Here’s what to consider: - **Test Customization:** Can the provider tailor tests to your specific needs? - **Legal Compliance:** Ensure tests are compliant with EEOC guidelines and relevant employment laws. - **Reporting and Analytics:** Look for providers offering detailed, easy-to-understand results. - **Customer Support:** Ensure reliable support for setup and ongoing questions. ### **FAQs about Pre-employment Testing in Manufacturing** **Q: Can small manufacturing businesses benefit from testing too?** Absolutely! Small businesses often have less room for hiring mistakes, making tests even more beneficial by ensuring each hire counts. **Q: Are these tests legally compliant?** Yes, testing providers ensure their tests comply with EEOC guidelines and relevant laws. **Q: How long do pre-employment tests take?** Most tests take 15-25 minutes and can easily plug into your hiring timeline. **Q: Can existing employees benefit from testing?** Definitely! Testing can identify skill gaps for targeted training, support internal promotions, and enhance employee development plans. ### **Get Ahead of the Game—Start Today** Companies that embrace pre-employment testing invest in their future. They hire better, waste less time, and build stronger, more reliable teams. Don’t wait until you’re overwhelmed by hiring challenges—get proactive and see the difference smarter hiring can make. Ready to ditch the manufacturing hiring guesswork? [**Grab your free sample test now!**](https://employtest.com/pre-employment-test-sample/) --- ### [Recruiting Technology Trends for 2025: What HR Managers Should Know](https://employtest.com/hrblog/recruiting-technology-trends-what-hr-managers-should-know/) **Published:** December 16, 2024 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes Recruitment technology is rapidly changing how HR managers attract and hire talent for 2025. In fact, [97% of employers](https://www.zippia.com/advice/human-resources-statistics/) plan to spend more on recruitment tools next year, demonstrating how important these tools are in today’s competitive job market. To stay ahead, leveraging measurable insights such as skills-based hiring, data analytics, and automation will be key. These tools can help you find the best candidates faster and uncover insights from candidate applications you might miss. Companies like EmployTest offer advanced [pre-hiring tests](https://employtest.com/) to evaluate applicants more effectively. These advancements aren’t just exciting—they’re game-changers for building stronger teams. ![Info7 Revised](https://employtest.com/wp-content/uploads/2024/12/Info7-Revised-1.png) ## **6 Recruiting Technology Trends in 2025** The future of hiring is all about technology, and 2025 is set to bring some exciting changes. Here are some key tech advancements that will shape recruitment in the coming year. ### **1. Use AI for screening and matching** Artificial intelligence (AI) is changing how companies hire by making the process faster and more accurate. It scans resumes, identifies important skills, and matches candidates to job requirements, saving time for HR teams. For example, tools like [ai.r recruit](https://airrecruit.ai/) can automatically sort resumes, no matter the format, and organize the key details into files your company uses. It can process thousands of resumes and find the best matches for your job openings. But AI isn’t everything. After it narrows down the list, it’s important to check if candidates have the right skills. Tools like EmployTest help confirm if they’re truly qualified for the role. By combining AI and skill testing, you can hire faster and smarter. AI isn’t [replacing jobs](https://employtest.com/hrblog/jobs-ai-will-replace-and-create/)—it’s helping recruiters find the perfect fit! ### **2. Try automated onboarding tools** Automated onboarding tools make it easier to welcome new employees. These tools handle tasks such as sending e-signature forms, managing compliance training, and sharing company policies online. By cutting down on paperwork, HR teams can focus on creating a friendly and engaging experience for new hires. Automation also keeps the process smooth and consistent, reducing errors or delays. Services like [Continu](https://www.continu.com/) help by automating the training part of onboarding. Companies using tools like this [save hours of work](https://www.continu.com/case-studies/tegus) and see higher engagement in employee training. With faster and more organized onboarding, new employees settle into their roles quicker, leading to better job satisfaction and longer stays at your company. ### **3. Focus on skills-based hiring** Hiring is now more about what candidates can do than their degrees or job titles. Skills-based hiring looks at a person’s abilities, opens up opportunities to more applicants, and matches people better to the roles in which they excel. Research from Harvard shows that skills-based hiring would work for up to [250,000 jobs each year](https://www.hbs.edu/managing-the-future-of-work/Documents/research/Skills-Based%20Hiring.pdf). It’s especially useful for positions needing specific skills, like advanced Excel for data analysis. Instead of assuming someone is qualified because of their degree or work experience, employers can test if they truly have the abilities required. For example, tools like EmployTest offer [pre-employment Excel test](https://employtest.com/excel-tests-job-applicants/)s to find top talent based on real skills—not just credentials. ### **4. Use video interviewing platforms** Video interviews have become an important part of hiring today. They make the process faster by cutting out the need for travel and letting you connect with candidates from anywhere. Some video platforms even use AI to [analyze body language](https://www.bodha.ai/solutions/video-analysis), tone, and word choice, giving extra insights into candidates beyond their resumes. This technology allows HR managers to screen candidates more effectively while still keeping a personal touch during interviews. It saves time and helps make better decisions. ### **5. Invest in recruitment analytics** Using data in recruitment is no longer just a nice-to-have; it’s a must. Recruitment analytics tools help HR teams track important information like time-to-fill, [cost-per-hire](https://employtest.com/hrblog/cost-per-hire/), and candidate conversion rates. These insights help spot problems and show where improvements can be made. [Mastercard](https://www.phenom.com/resource/transforming-mastercard-talent-acquisition) works with data analytics companies to improve its recruiting strategies. Thanks to these tools, Mastercard can see every part of its hiring process and make changes when needed. ### **6. Implement chatbots for candidate communication** Waiting to hear back after applying for a job can be stressful. You might wonder who to contact for updates, and the silence can feel endless. Chatbots help solve this problem by providing instant answers and updates during the hiring process. Chatbots can answer common questions, guide applicants through each step, and even schedule interviews—all without delays. With 24/7 availability, chatbots keep candidates informed and engaged, improving their experience. For HR teams, chatbots reduce the amount of admin work and help make sure that communication with candidates is quick and consistent. ## **Benefits of Recruiting Technology for HR Managers** These tools deliver real advantages for both candidates and HR managers. Here’s how they can make a difference in your strategy. ### **1. Enhance efficiency in hiring processes** Recruiting technology helps make the hiring process faster and more efficient. It can improve every [step of recruiting](https://employtest.com/hrblog/full-cycle-recruiting-steps/), from screening candidates to onboarding, depending on the tools you use. These tools allow HR teams to focus on making smart decisions rather than dealing with time-consuming tasks. [Two-thirds of HR managers](https://psico-smart.com/en/blogs/blog-artificial-intelligence-and-automation-in-recruitment-11525) say that recruiting technology has helped speed up hiring. Applying these tools means a substantially [shorter time-to-hire](https://employtest.com/hrblog/how-to-reduce-time-to-hire/), securing top talent before the competition does. ### **2. Improve candidate experience** A positive candidate experience helps build a positive reputation for your company. In fact, [72% of candidates](https://www.careerarc.com/blog/candidate-experience-study-infographic/) who have a bad experience with hiring share it with others. In today’s competitive job market, the process should be smooth, and recruitment technology can help. Automated updates keep candidates informed, while personalized feedback shows them they’re valued. This not only improves your company’s image but also reduces the chances of losing top talent during the hiring process. ### **3. Increase accuracy in hiring decisions** Making the right hiring decisions is easier with data-driven tools. Recruitment technology uses data and assessments to match a candidate’s skills with the job’s requirements. This helps reduce the risk of making costly hiring mistakes and makes sure you hire better-quality candidates. EmployTest’s pre-employment assessments are designed to measure critical skills, helping HR managers select candidates who are the best fit for the job. By using these tools, you can make informed decisions that lead to better long-term outcomes for your team. ### **4. Reduce onboarding time and costs** Onboarding is the in-between stage after hiring but before full employment. It can be expensive and take up a lot of time, but automation makes it easier. Using technology for onboarding—like digital paperwork and online training—helps save both time and money. Studies highlight that employees who have a good onboarding experience are [more likely to stay with the company](https://www.devlinpeck.com/content/employee-onboarding-statistics). This helps reduce turnover, which lowers the costs of onboarding even more. ### **5. Boost diversity and inclusion hires** [Diversity and inclusion hiring](https://employtest.com/hrblog/diversity-hiring-practices/) are important goals for many companies, and recruiting technology can help achieve them. Tools like blind screening remove names and other personal details from resumes, helping to reduce unconscious bias. AI-driven evaluations make sure that candidates are judged only on their qualifications and skills. These tools make the hiring process fairer and give a chance to more diverse talent. Companies that use these technologies often [perform better](https://learning.linkedin.com/resources/learning-culture/diversity-workplace-statistics-dei-importance) than those with less diversity. It’s a great way to improve workplace culture and bring in new ideas from different perspectives. ## **FAQs about Recruiting Technology** Recruiting technology is quickly changing, and many HR teams have questions about it. What tools are the most useful? How does it make hiring easier? Here are some answers to common questions to help you understand. ### **1. What are the most popular recruitment tools?** Chatbots like [SmartPal](https://www.smartrecruiters.com/recruiting-software/smartpal/) help manage candidates by answering their questions quickly and keeping communication smooth. AI screening tools, like ai.r recruit, match candidates based on their skills and experience, making the hiring process faster and more accurate. Video interview platforms, like [Interviewer.AI](https://interviewer.ai/), are also widely used because they allow employers to remotely evaluate candidates, saving time and making it easier to connect with talent from anywhere. ### **2. How can recruiting technology promote diversity?** Recruitment technology promotes diversity by reducing bias. AI tools focus on a candidate’s skills and qualifications, making hiring decisions based on merit instead of personal background. ### **3. What features should HR managers look for in recruitment tools?** Effective recruitment tools should include automation to save time on repetitive tasks, analytics to help make smart decisions, and mobile-friendly designs for easy access. Tools with AI for screening and onboarding can make hiring faster and smoother. ### **4. Why is recruitment technology important in today’s job market?** Recruitment technology speeds up hiring, reduces errors, and improves the experience for candidates. In today’s competitive job market, these tools help companies find and hire the best talent faster than their competitors. ## **Empower HR teams with up-to-date tools** The future of hiring is here, and it’s all about technology. In 2025, tools like AI and skills-based platforms are helping HR managers tackle hiring challenges and turn them into opportunities. By using these tools, you’re not just hiring people—you’re creating stronger teams and setting your organization up for success. EmployTest can help with skill assessments to make sure every hire is the right fit for your needs. Ready to improve your hiring process? [Request a demo](https://calendly.com/employtest-sales/test-talk) of our testing platform today! --- ### [Rebel With a Clause: Grammar, Chaos, and Workplace Crimes](https://employtest.com/hrblog/rebel-with-a-clause/) **Published:** March 19, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Nobody wakes up thinking, “You know what I need? A grammar documentary.” But here we are, and honestly? *Rebel With a Clause* is a blast. If you’ve ever cringed at a misused apostrophe or tried to decode a co-worker’s email that treats punctuation like an optional extra, this film will have you cheering in your seat. ### **The Scene: Grammar Gets Rowdy** The New York screening was a total grammar-fest. Over 450 language lovers packed the place, debating punctuation like their lives depended on it. People wore T-shirts that read “Let’s Eat, Mom” vs. “Let’s Eat Mom” (because commas save lives), and there was even a pre-show grammar quiz. Absolute mayhem. *When was the last time you saw anyone get this hyped about syntax?* The energy in the room was contagious. Strangers bonded over their shared love of proper sentence structure. Debates broke out over the Oxford comma, with some passionately defending it while others just enjoyed the chaos. A few attendees even confessed to sneaking grammar books into their vacations. (Respect.) It was the kind of crowd that turns a niche topic into an absolute spectacle. ### **The Film: One Woman, One Table, Fifty States** Ellen Jovin is on a mission: set up a table, invite strangers to ask their biggest grammar questions, and settle the debates once and for all. It’s part road trip, part language lesson, and weirdly wholesome. Directed by her husband, Brandt Johnson, the film is both hilarious and oddly suspenseful. ***Who knew a discussion on “affect” vs. “effect” could have you on the edge of your seat?*** Jovin tackles everything from the eternal “who vs. whom” debate to whether “y’all’s” is grammatically acceptable. (Spoiler: it is. Texans, rejoice.) She also politely obliterates long-standing grammar myths. Yes, you *can* end a sentence with a preposition. No, your middle school English teacher wasn’t always right. And yes, passive voice *can* have its place—just maybe not in every single email you send. Some of the best moments come from Jovin’s interactions with everyday people. One man admitted to texting his boss with “their” instead of “they’re” and still has regrets. Another woman confessed to abandoning semicolons entirely because they’re just too stressful. (*Relatable.*) The beauty of *Rebel With a Clause* is that it doesn’t just educate—it validates the weird quirks we all have about language. ### **Rebel with a Clause Takeaway: Words Matter** Beyond the laughs, the film makes a solid point: grammar isn’t about rules—it’s about being understood. Good grammar isn’t about sounding fancy or correcting people at parties (please don’t be *that* person). It’s about making sure what you say actually lands the way you intend it to. [Grammar](https://employtest.com/hrblog/grammar-test-for-job-interview/) is just one of those things that sneaks up on you in real life. That email to your boss? That LinkedIn post? That text to your crush? Yeah, you’ll want to make sure they hit right. And that’s exactly why this film works—it takes something most people brush off and reminds us why grammar actually matters. If a job candidate is claiming “great attention to detail” on their résumé but constantly mixing up “your” and “you’re,” that’s a problem. That’s the same energy as someone calling themselves an Excel expert and then panicking over a pivot table. Our small piece of advice? Use [grammar tests](https://employtest.com/grammar-tests/) in your job interviews. (You can thank us later) ### **Grand Finale: 10/10, Would Gladly Die on the Oxford Comma Hill** Whether you love grammar or just love watching people get *way* too excited about it, *Rebel With a Clause* is a surprisingly fun ride. You’ll laugh, you’ll learn, and at the very least, you’ll walk away with a newfound respect for punctuation. Now, if you’ll excuse me, I have an Oxford comma debate to win. Some hills are worth dying on. --- ### [Improving Hiring Decisions with Behavioral Assessments](https://employtest.com/hrblog/behavioral-assessment-101/) **Published:** August 11, 2023 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### What Does an Employee Behavioral Assessment Test Consist of? An employee behavioral assessment test consists of situational judgment questions that present hypothetical workplace scenarios. These tests measure traits like problem-solving, communication, integrity, emotional intelligence, and response to stress/conflict. We’ve all been there. You’re trying to build a rockstar team, but finding those perfect fits feels impossible. How can you level-up your hiring techniques, and what can you do to identify those top-quality candidates? That’s where a behavioral assessment comes in handy. Top companies understand the importance of finding just the right hire, and they realize the value of pre-employment tests in achieving this goal. > > **“In today’s workplace, tech skills get you through the door, but behavioral competencies determine how far you’ll go. That’s why smart hiring isn’t just about what candidates know—it’s about how they apply it.”** > > [**Ken Crowell**](https://www.linkedin.com/in/crowellken) **– EmployTest** [Behavioral assessments](https://www.shrm.org/hr-today/news/hr-magazine/Pages/0414-predictive-analytics-hiring.aspx) are your secret for optimizing hiring decisions and building that dream team! However, without the right tools behavioral assessments can feel like a maze. You know you need them but figuring out how to implement and use them effectively… that’s the real challenge. In this blog, we’ll cover the benefits of behavioral testing, how using the right test can uncover the positive personal attributes your team is looking for, and how monitoring performance can lead to better training decisions for long-term success. ## The Benefits of Behavioral Assessments The world of hiring is a complex one, but behavioral assessments are here to make it easier. Beyond resumes and interviews, these tools can give you a [deeper insight into your candidates’ skills,](https://www.indeed.com/career-advice/career-development/behavioral-assessment) abilities, and personality traits. - You’re not just looking at qualifications on paper anymore; behavioral assessments provide data-driven insights that allow for more informed decisions in the recruitment process. - A well-rounded view of potential employees ensures they fit seamlessly within your team dynamics while also possessing necessary technical capabilities. - You’ll have concrete evidence about their suitability for specific roles within your organization based on objective measures from these tests. - Say goodbye to high turnover rates as you hire individuals who align with company culture and role requirements. Now that we understand the importance of behavioral assessments, let’s explore how you can select a suitable tool. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ## Identify the Right Assessment Tool ![Behavioral Assessment](https://employtest.com/wp-content/uploads/2023/08/behavioral-assessment-300x200.jpg "Behavioral Assessment") Selecting a behavioral assessment tool is no small feat, and a testing partner can make the selection process easier. Together you can consider various factors such as job type and required skills for success in that role. Different tools cater to different types of jobs, making it crucial you do your research before deciding on one. ### **Finding the Appropriate Employee Behavioral Assessment** The key lies in understanding what each tool measures and how its results align with the demands of the job at hand. Collaborating with a specialist in pre-employment testing, such as EmployTest, can provide you with high-quality resources that cater to your organization’s needs. ##### **Tailoring Tools to Job Requirements:** - Analyzing data-driven roles? Consider assessments focused on logical reasoning abilities or numerical aptitude tests. - Hiring for customer-facing positions? Look into personality profiling that cover the traits needed, like service orientation or conscientiousness Specifically looking for [customer-service](https://employtest.com/customer-service-aptitude-test) or [sales](https://employtest.com/sales-ability-tests) job tests? EmployTest offers options tailored to both. - Recruiting new leadership? Examine the benefits of a [management aptitude test](https://employtest.com/management-aptitude-test) in your hiring decisions. - Need a strong team player? A key component often included within behavioral assessments is centered around [emotional intelligence](https://employtest.com/emotional-intelligence-profile-for-applicants/), which allows recruiters to gauge factors that greatly affects social interaction and teamwork abilities within a work environment. ## ![Employee Behavioral Assessment](https://employtest.com/wp-content/uploads/2023/08/employee-behavioral-assessments-behavioral-assessment-test.jpg "Employee Behavioral Assessment") ## Use Behavioral Assessments as Part of Your Hiring Process The hiring process can be a challenging task, but incorporating behavioral assessments into your strategy could streamline the procedure. [Aptitude tests](https://employtest.com/tests/?test_category=behavioral-aptitude-profiles)**,** for instance, are fantastic tools that provide an in-depth understanding of candidates’ abilities. When utilized effectively, these tests, along with [personality evaluations](https://employtest.com/personality-profile) and [cognitive ability checks,](https://employtest.com/cognitive-and-reasoning-tests-for-applicants) can offer valuable insights about potential employees before they even step foot in the office. This proactive approach helps you to filter out applicants who may not fit well within your company culture or lack essential job-specific competencies right from the start. #### Customizing Tests For Job Roles Different roles require different skill sets; therefore it is crucial to tailor assessment tests accordingly. For example, [a sales role](https://employtest.com/sales-ability-tests) might require great communication skills whereas technical positions, especially those that work with specific software programs, [could need the ability to effectively manage stress.](https://employtest.com/computer-skills-tests-for-applicants-employees) This way, the results garnered from each test become more relevant, predictive, and ultimately useful when making final hiring decisions. We’ve seen how using behavioral assessments forms part of our successful recruiting formula. Now, let’s dive deeper into how we continue this success by monitoring performance over time through ongoing behavioral assessments. #### Fostering Positive Personal Attributes Apart from detecting potential challenges, behavioral assessments also highlight positive personal attributes like resilience, motivation level etc., thereby helping you identify top performers who will drive your business forward. At EmployTest, we offer pre-employment testing services tailored specifically for your needs, incorporating all the above-mentioned elements while ensuring utmost accuracy & reliability. ## Monitor Performance with Employee Behavioral Assessment The power of using an employee behavioral assessment doesn’t end after the hiring process. Once you’ve onboarded a new employee, these tools can be instrumental in tracking their performance and development over time. [Behavioral assessment tools](https://employtest.com/tests/?test_category=behavioral-aptitude-profiles), for instance, allow managers to spot potential for other positions, such as a front-line employee showing an aptitude for a supervisory role. This feedback is crucial as it helps pinpoint areas where additional training might be needed or support required to maintain high productivity levels and job satisfaction rates among your staff members. ### Better Training Decisions Using an employee behavioral assessment helps businesses make data-driven decisions about future professional development. Behavioral assessments uncover the individual strengths and weaknesses of the employee so managers can set them up for success. ## Unlock the Secret for Successful Hiring In the world of recruitment, behavioral assessments are a critical tool. These evaluations provide insights into an applicant’s behavior, resource factors, and environmental influences that could potentially impact their performance in your company. #### Making The Right Choice with EmployTest Incorporating a tool like a comprehensive [suite of pre-employment testing solutions](https://employtest.com/tests/) will help identify top-tier talent while saving time and resources during recruitment processes. By doing so, you’re ensuring only those most suited to succeed land on your shortlist. Choosing to incorporate testing like behavioral assessments, skill tests, and even personality exams ensures [your organization will save time,](https://www.linkedin.com/pulse/4-reasons-why-behavioural-assessment-saves-employers-time-paul-hickey) reduce turnover rates, and ensure success in roles across the board. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** behavioral profile,personality tests --- ### [7 Ways to Improve Your Employees' Attention to Detail Skills](https://employtest.com/hrblog/attention-to-detail-skills/) **Published:** May 24, 2024 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ### What Does Attention to Detail Mean? Attention to detail skills is the ability to meticulously observe and concentrate on minute elements. These skills are essential for detecting and fixing errors, finishing tasks accurately and properly, and maintaining high standards of quality. ### **Is Attention to Detail a Soft Skill?** Employees with strong attention to detail review their work multiple times before submission, observe inconsistencies in data, and carefully follow instructions. They notice subtle patterns, catch mistakes, and spot potential issues that others might overlook. Attention to detail is considered a crucial soft skill. It’s a personal attribute that allows individuals to perform tasks with thoroughness and accuracy. Unlike hard skills, which are specific technical abilities, attention to detail is a transferable skill that can be applied across various jobs and industries. Attention to detail is highly valued by employers in many fields, from accounting and quality control to writing and design. EmployTest’s [Attention to Detail skills test](https://employtest.com/attention-to-detail-test/) helps identify candidates who have indicators that they would be good at paying attention to the nitty gritty. However, many employees either lack this ability or haven’t received adequate training to develop it. But you [can change that](https://www.themuse.com/advice/attention-to-detail). This article empowers you to teach your employees this critical [soft skill](https://employtest.com/videos/hiring-for-soft-skills/), helping them excel in their roles. > ***“A 10% improvement in attention to detail can lead to a 50% increase in customer trust, based on what I see. It’s the compound interest of business excellence. The difference between good and exceptional work isn’t in the big decisions, but in the microscopic attention paid to every step of the process.”*** > > ***[Ken Crowell](https://www.linkedin.com/in/crowellken "Ken Crowell") – EmployTest*** ![serious faced woman staring at document](https://employtest.com/wp-content/uploads/2023/08/shutterstock_2156185741.jpg "serious faced woman staring at document") ## **Why Are Attention to Detail Skills Important?** Many details in various roles may seem minor, but they can cause a ripple effect leading to significant consequences. For instance, in medical fields, a small oversight in dosage can hinder a patient’s recovery trajectory. Similarly, in design, even a minor alignment issue can affect the entire project’s aesthetics. Here’s an extreme example. In 1962, NASA launched [Mariner 1](https://science.nasa.gov/mission/mariner-1/), a spacecraft intended to gather data near Venus. Due to a single typo—a missing overbar above the radius symbol (R instead of R̅)—the rocket veered off course. For safety reasons, they decided to detonate the vehicle less than five minutes after launch. While few jobs have the potential of multi-million-dollar losses due to a minor mistake, this instance highlights the critical nature of even the smallest details. The oversight cost NASA [$18.5 million](https://www.mentalfloss.com/article/502943/day-1962-nasa-launched-and-destroyed-mariner-1) (equivalent to over $186 million today). Tiny errors like typos or missing punctuation can have [other serious implications](https://www.businessinsider.com/mistakes-and-typos-that-caused-disasters-2019-4). In 2019, a tax reform bill aimed at helping small restaurant owners stay competitive contained a crucial typo. Instead of the intended 15-year depreciation period, the bill accidentally [extended it to 39 years](https://rollcall.com/2019/12/13/tax-code-typo-is-harming-americas-restaurants/). This error hindered these businesses from modernizing and caused financial strain, having the opposite effect of what was planned. Aside from being expensive and potentially negatively impactful to clients, a small mistake in the workplace might jeopardize the company’s and the employee’s reputation. Employing individuals who fail to produce high-quality work because they lack attention to detail can lead to [higher expenses](https://www.apollotechnical.com/cost-of-a-bad-hire/) and reduced credibility. **How To Improve Attention to Detail Skills (Video)** ### **The detail-oriented effect** Conversely, a detail-oriented person can significantly benefit your processes and team far beyond the individual level. To operate faster, more efficiently, and with higher-quality work, they constantly try to improve workflows and procedures. Such individuals can create new internal processes and improve existing ones to help everyone perform at a higher level. They often are ideal role models for your team to follow. ## **7 Ways to Improve Employees’ Attention to Detail Skills** Given the potential consequences of oversight and the gains from meticulous work, you have double the incentive to want focused and thorough employees. Here are seven actionable strategies to enhance your team’s attention to detail skills. ### **1. Make them involved** Although certain clerical jobs require complex and repetitive work, it’s helpful for employees to [understand the rationale](https://www.shortform.com/blog/understanding-the-task/) behind specific procedures. Employees can better focus on their tasks after they know all the related steps and how each one contributes to the outcome. ![office workers focused on document, meeting in room paying attention to detail](https://employtest.com/wp-content/uploads/2023/08/shutterstock_1906253506.jpg "office workers focused on document, meeting in room") ### **2. Provide clear guidelines** Offer tasks with detailed instructions and comprehensive guidelines, including imagery, examples, and templates where applicable. Clarity reduces ambiguity and helps employees understand expectations better, leading to more accurate work. However, [avoid micromanaging](https://www.redlinegroup.com/insight-details/the-damaging-impact-of-micromanagement-and-how-to-end-it/), as it can hinder their autonomy and productivity. ### **3. Eliminate distractions** Employers should encourage employees to [eliminate distractions](https://thrivingcenterofpsych.com/blog/how-to-avoid-distractions-at-work-and-stay-focused/), especially those engaged in repetitive tasks requiring close attention to detail, like financial data entry. While many distractions are beyond the employers’ control, such as external noise or personal life issues, reducing distractions requires cooperation between both parties. For changes within the employer’s control, adding “do not disturb” signs in office environments where social butterflies tend to make their rounds can nip potential distractions in the bud. Employees can also contribute by disabling personal and work phone notifications and email alerts for non-essential messages. [Start Testing Today!](https://employtest.com/employtest-pricing/ "Start Testing Today!") ### **4. Avoid multitasking** While many employees claim to have multitasking skills, research consistently shows it [impairs focus.](https://asana.com/resources/multitasking) Time blocking, tackling one activity at a time, is the best way to prioritize attention to detail and thoroughness. In my workshops, I often demonstrate this principle with a simple exercise: I ask participants to write a detailed email while listening to and summarizing a podcast. Without fail, both tasks suffer. This real-world demonstration has helped countless managers understand why dedicated focus time is crucial for their teams. Personnel who aren’t being pushed to juggle multiple projects at once can maintain the same level of quality in their work. ### **5. Encourage checklists** Promote the use of checklists for repetitive tasks or projects to ensure consistent and thorough service. For example, in a customer support team, checklists can streamline the process of handling customer inquiries. Staff can mark when they have completed steps such as verifying customer information, providing solutions, and following up. Any repetitive and procedural tasks can benefit from a checklist or flowchart. They’re great visual aids to prompt staff to pay attention to all necessary details. ### **6. Have frequent breaks** Taking advantage of breaks at regular intervals helps everyone maintain cognitive function so they can think clearly. Short, intense bursts of focus are more effective than prolonged attention spans. For example, quality inspectors check the most minute details of the same product for hours on end. [Fatigue](https://www.linkedin.com/pulse/causes-inspection-errors-asq-cssbb-cqe-cqa-csqp-and-cmq-oe/) can quickly set in, so they take frequent breaks to recover. Even for less specialized roles, [excessive screen time affects concentration](https://www.potsdam.edu/studentlife/wellness/counseling-center/what-does-screen-time-do-my-brain). Just a few minutes to stretch and rest their eyes away from screens can make a difference in overall productivity and focus. ### **7. Introduce feedback** Feedback establishes clear performance expectations. When team members receive acknowledgment for their strengths, their confidence grows. I’ve found that the most successful feedback systems combine immediate and long-term review cycles. In one organization I worked with, we implemented a daily “precision pause” – a 5-minute team check-in focused solely on quality and attention to detail. This simple practice led to a 40% reduction in client revision requests. Constructive feedback helps them identify areas for improvement, allowing them to enhance their performance quickly and pay attention to details they might have otherwise overlooked. ### What is an Attention to Detail Skill Test? An [attention to detail pre-employment test ](https://employtest.com/attention-to-detail-test/ "attention to detail pre-employment test ")helps employers evaluate a candidate’s ability to spot errors, process information accurately, and maintain focus. It’s a crucial tool for hiring roles that demand precision, ensuring you select the most detail-oriented applicants. ### Frequently Asked Questions About Attention to Detail Skills #### **How to Improve Your Attention to Detail Skills** Improving your attention to detail involves practice and intentional effort. Start by breaking tasks into smaller steps to focus on each element thoroughly. Use tools like checklists or reminders to stay organized, and minimize distractions to improve concentration. Regularly reviewing your work for errors and asking for feedback can also sharpen your skills over time. #### **Is Attention to Detail a Technical Skill?** Attention to detail is considered a soft skill rather than a technical skill. It reflects your ability to focus, spot errors, and complete tasks accurately. However, in technical roles, attention to detail often complements hard skills, such as coding or data analysis, to ensure precision in your work. ## **Precision Pays Off** ![close up of working process at business meeting showing attention to detail](https://employtest.com/wp-content/uploads/2023/08/shutterstock_697936033.jpg "close up of working process at business meeting") Attention to detail is a foundational skill in almost every role, yielding tangible benefits for your team and the company. Given the potential gains and consequences, it’s evident that focused and thorough employees are valuable assets. To ensure everyone on your team has these critical skills, start by using skills testing and assessments during the hiring process. EmployTest offers comprehensive [pre-employment tests](https://employtest.com/hrblog/best-pre-employment-assessment-tests/) to help you identify candidates with the necessary skill sets. Take the first step toward precision-driven teams and experience the future of recruitment. [Schedule a 15-minute call with us today!](https://calendly.com/employtest-sales/test-talk "Book a consultation with our expert team today!") **Blog Categories:** attention to detail test,pre-employment testing --- ### [“9 to 5”: The HR National Anthem We Never Knew We Needed](https://employtest.com/hrblog/9-to-5-the-hr-national-anthem-we-never-knew-we-needed/) **Published:** February 6, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Every HR pro knows two things: No one reads the employee handbook until it’s too late, and Dolly Parton’s “9 to 5” is not just a song—it’s a prophetic vision of the modern workplace. And the wildest part? Nearly half a century later, it still rings true. ## 9 TO 5: Why it Will Forever Be Our HR National Anthem If you’ve ever trudged into the office with a coffee that’s already cold, opened your inbox to 47 emails marked “URGENT,” or had to explain for the hundredth time that, no, you *cannot* fire someone just because they took your stapler—then congratulations, this song is *your* national anthem. *The workplace chaos, the underappreciation, the survival; it’s all just as real today as it was back then.* And because we take our job as workplace culture connoisseurs very seriously, we’re breaking this masterpiece down HR-style: with a little analysis, a lot of feelings, and just a pinch of existential dread. ***“Tumble outta bed and stumble to the kitchen, pour myself a cup of ambition.”*** ### **Lyrical Accuracy: 9 out 10** First of all, let’s recognize that *Dolly knew.* She *knew* that the only thing standing between HR professionals and complete chaos is a thermos the size of a toddler filled with caffeine and the will to survive. ***“They just use your mind, and they never give you credit.”*** Then she hits us with that, *OUCH, Dolly.* That one hurt. If you’ve ever built an entire onboarding program from scratch only to have a VP say, “This is great! I assume IT put this together?”—we see you. We feel you. We *are* you. ***“It’s enough to drive you crazy if you let it.”*** And don’t even get us started on that. HR folks don’t *let* it. HR folks *embrace* the crazy. We live in the chaos. We thrive in it. We eat policies for breakfast and extinguish workplace drama before lunch. We are warriors in business casual. ### **Workplace Relevance: A Soul-Crushing 10 out of 10** This song isn’t just relevant; it’s basically an HR documentary set to music. It’s about *the grind*. The endless emails. The meetings that could’ve been Slack messages. The feeling of trying to get executives to care about retention strategies while they’re too busy asking, “But can we hire someone for half the salary?” Dolly perfectly captures the daily battle of HR professionals everywhere. From convincing managers that, yes, hiring a “people person” isn’t a real skill (*pre-employment tests exist, folks!*), to holding your breath during every all-staff meeting because you *know* someone is going to say something wildly inappropriate—it’s all in here. This song plays on a loop in the hearts of every HR professional who has ever had to explain why “team bonding” shouldn’t involve a trust fall from the office mezzanine. ### **HR Lessons From Queen Dolly** 1. **Work Smarter, Not Harder** – [*Pre-employment tests*](http://employtest.com)*, people!* Let’s stop hiring folks who claim they’re Excel wizards but break out in hives when they see a pivot table. 2. **Know Your Worth** – HR carries entire organizations on its back. Maybe it’s time someone *recognized that* (or at least gave you an actual lunch break for once). 3. **Fix That Toxic Workplace Culture** – If this song feels *too real* in your office, it’s time to take a long, hard look at why Karen from Accounting has had the same job title since 2012 with no raise in sight. HR is the frontline of making work suck less. Do your magic. ### **Final Verdict: HR GOLD (9.5 out of 10)** Dolly’s “9 to 5” is NOT just a song—it’s an experience. A war cry. A TED Talk in under four minutes. If you’re not blasting this in your car on the way to work, are you even *in* HR? So the next time an exec tries to push a “fun” new policy that is neither fun nor legal, or you catch yourself staring into the abyss of another 57 unread emails—pop in those earbuds, crank up this banger, and remember: Dolly sees you. She understands you. She *is* you. Now go forth, HR hero, and keep fighting the good fight. And if anyone questions your methods? Just tell them it’s all in the *policies and procedures manual*—but they never read those anyway. 😉 🎶 --- ### [Pre-Hire Testing for High-Stakes Industries](https://employtest.com/hrblog/pre-hire-testing-industries/) **Published:** February 11, 2025 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Can your industry (or company) get by without skills-testing applicants? Think again. Let’s be real: hiring can feel like rolling the dice. Resumes are often exaggerated, interviews can be a hit or miss, and relying on gut instinct? Risky at best. So, how do you separate the rockstar candidates from the ones who just look good on paper? SMBs with no time or money to waste in key industries are using online skills assessment tests to avoid costly mistakes and build better teams. Hey there…I saw that eye roll. These aren’t just glorified quizzes that tell you candidates their astrologically chosen career path—these are science-backed tools that help you make smarter hiring decisions. ## **Pre-Hire Testing In Crucial Industries** #### **Pre-Hire Tests in the Legal Industry: No Room for Error** **The Challenge** Law firms don’t just need someone who can talk the talk—they need professionals who are sharp, meticulous, and ethical. One tiny mistake in a contract or case could cost millions. **The Solution** Legal industry employers use the power of [pre-hire testing](https://employtest.com/legal-office-skills-testing/) to: - Evaluate **paralegal knowledge**, including legal research, case management, and document preparation. - Check **attention to detail**—because a tiny oversight by a staff admin can change everything. - Assess **Microsoft Word and Outlook skills**, which are crucial for research, drafting documents and managing cases. Hiring the right legal staff means fewer mistakes and smoother operations. #### **Assessments in Accounting Firms: Finding Sharp Minds With Strong Ethics** **The Problem** Accounting mistakes don’t just cause headaches. They could mean legal trouble. The accounting team needs to be laser-focused at all levels, skilled in financial software, and meticulous with numbers. Hiring someone who’s just “okay” isn’t an option. **The Solution** Accounting firms use [assessments](https://employtest.com/pre-employment-accounting-test/) to: - Assess **numerical reasoning and problem-solving**—because real-world accounting isn’t just plugging in numbers. - Check [**attention to detail**](https://employtest.com/attention-to-detail-test/)—a single misplaced decimal can cause massive errors. - Test **Microsoft Excel skills**, including formulas, pivot tables, and financial modeling. - Evaluate **accounting knowledge**, covering GAAP principles, financial statement analysis, and bookkeeping. The result? Firms hire professionals who are sharp, meticulous, and trustworthy. #### **Public Sector: Finding Reliable, Capable Employees** **The Unique Challenge** Government agencies need employees who can handle complex systems, public interactions, and massive amounts of data. A bad hire slows down entire departments and affects real people who rely on those services, not to mention the perception of wasted tax dollars. **The Smart Solution** Public sector organizations use assessments to: - Find [**analytical thinkers**](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) who can handle detailed and data-heavy roles. - Assess **communication and conflict resolution skills** for public-facing positions. - Test [**Microsoft Office skills**](https://employtest.com/microsoft-office-skills-test/), crucial for reports, presentations, and daily administrative work. Testing makes sure they hire people who can handle the workload and will help the department look like they are using funds wisely. #### **Nonprofits: Hiring Passionate, Mission-Driven Doers** **The Challenge** Nonprofits don’t have the luxury of wasting resources on bad hires. They need adaptable, mission-driven people who can juggle multiple responsibilities and thrive in a fast-paced environment. **The Solution** Nonprofits use pre-hire testing to: - Assess **problem-solving skills**—critical for working with limited resources and tight budgets. - Measure **teamwork and empathy**—because collaboration is everything. - Test [**Microsoft Office skills**](https://employtest.com/microsoft-office-skills-test/), especially Excel skills, which are essential for donor management, fundraising reports, and event planning. Pre-employment tests help nonprofits find people who actually care and won’t just bounce at the first sign of a challenge. ### **Why Should Your Business Care about Pre-hire Testing?** Here’s the deal: hiring mistakes are expensive and stressful, but avoidable. Whether you’re in retail, healthcare, government, or another industry, pre-hire testing helps you: - **Make data-driven hiring decisions.** No more guessing games. - **Reduce turnover.** Hire people who actually fit the role and will stick around. - **Boost efficiency.** Less time wasted on bad hires means more time growing your business. - **Improve candidate experience.** Streamlined, fair hiring processes make applicants happy, too. ### **Final Thoughts: Ready to Make Smarter Hires?** [Online assessment tests](https://employtest.com/tests) aren’t just for Fortune 500 companies—they’re for **any** organization that wants to hire smarter, reduce turnover, and build high-performing teams. So, what’s stopping you? If you’re ready to take your hiring game to the next level, [let’s talk](https://employtest.com/contact-us/). Your future star employees are waiting! --- ### [Why Candidate Experience Matters: 8 Steps to Make Yours Stand Out](https://employtest.com/hrblog/candidate-experience/) **Published:** October 9, 2023 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### **What is Meant by Candidate Experience?** Candidate experience refers to how job applicants feel about your company’s hiring process. It’s a narrative that shapes their perception of your organization. It is the journey they take to understand your company. ### Imagine This… You’re a job seeker who just applied to your dream company. Weeks go by, and you hear nothing. Eventually, you receive a generic rejection email with no explanation. Frustrated, you vow never to apply there again. Now, flip the script. After applying, you get a warm acknowledgment email and regular updates about your status. Even if you don’t get the job, you’re sent personalized feedback and a heartfelt note thanking you for your time. Which company leaves a lasting positive impression? Every touchpoint matters, from the job description to updates on their status, and understanding how to improve candidate experience can make a significant difference. It’s how companies showcase their culture and what they value. A positive, transparent experience leaves candidates feeling respected and appreciated, even if they don’t get an offer. They get a genuine sense of what it would be like to work there. Enhancing candidate experience ultimately strengthens your employer brand. ### What Makes a Great Job Candidate Experience? A great candidate experience leaves applicants feeling respected, welcomed, and appreciated, even if they don’t land the job. It’s a transparent process with clear communication throughout. Implementing ways to improve candidate experience—such as providing easy-to-navigate job postings and mobile-friendly applications—can help applicants engage more positively with your hiring process. The application process itself should be straightforward and mobile-friendly. You’ll want to keep applicants updated on next steps and status changes. Those who make it to interviews deserve a great first impression – warm welcomes, punctual starts, friendly and engaging interviewers. These are crucial to providing a better candidate experience. For candidates who aren’t selected, provide prompt notification and personalized feedback if possible. An encouraging tone in rejection communications can help maintain their positive perception of your employer brand. The hiring market is fiercer than ever. Organizations are fighting over a limited candidate pool, so standing out is crucial to landing top talent. Here’s the good news: Communicating what truly sets your company apart makes attracting promising job applicants easier⎯and one of the best ways to distinguish yourself in a competitive hiring market is knowing how to improve candidate experience in recruitment. ## **Why is Candidate Experience Important?** In today’s “[Talent War](https://hbr.org/data-visuals/2023/01/how-to-win-the-talent-war), top candidates have plenty of options. Here’s why getting candidate experience right is critical: **First Impressions Last:** [75% of applicants](https://financesonline.com/candidate-experience-statistics/) have accepted a company’s offer because of a positive candidate experience. **Employer Branding:** Candidates talk. A bad experience can hurt your reputation; a good one can turn even rejected candidates into advocates. **Competitive Edge:** A smooth process helps you stand out in a crowded hiring market. ## **How to Improve Candidate Experience** You can develop loyal employees early in the hiring stage by focusing on how to improve candidate experience. Here are top strategies for doing so: #### 1. Perform a skills gap analysis Ever feel like you’re getting a ton of unqualified applicants for your open roles? It might be time for a [skills gap analysis](https://employtest.com/hrblog/skills-gap-analysis-how-to/ "skills gap analysis"). Look at the must-have skills listed in your job descriptions and compare them to recent applicants’ actual skills and experience. Spot any mismatches? Those are your skills gaps. To carry out a formal skills gap analysis, your HR team can study current and future job trends, assess your company’s current skills through employee surveys and performance reviews, analyze KPIs, and conduct skills assessments. This approach ensures that you attract the right talent, contributing to a better candidate experience by reducing the chance of mismatches during the recruitment process. #### **2. Write clear, detailed job descriptions** Think of your job postings as your company’s dating profile. Be clear about the role, responsibilities, and required qualifications. Highlight your company culture and values to attract candidates who align with your mission. **Example:** Instead of saying, “Strong communication skills,” specify, “Ability to present data-driven insights to cross-functional teams.” ![Clearly defining roles and responsibilities are key to positive candidate experience](https://employtest.com/wp-content/uploads/2023/10/shutterstock_1226759551-1.jpg) #### **3. Simplify the application process** Nobody likes jumping through hoops. [60%](https://blog.hiringthing.com/job-application-statistics) of candidates abandon lengthy application processes. Make it simple: - Reduce unnecessary steps. - Enable LinkedIn “Easy Apply” features. - Allow candidates to upload CVs and portfolios easily. #### **4. Touch base early and often** Silence breeds frustration. Acknowledge applications immediately and provide regular updates. Keep candidates informed about timelines, next steps, and expectations. Transparent communication builds trust and keeps candidates engaged. Plus, communicating with job seekers throughout the process can eliminate feelings of neglect. They’ll be more likely to immediately respond when you give an offer, [reducing your time-to-hire rate](https://employtest.com/hrblog/how-to-reduce-time-to-hire/ "reducing your time-to-hire rate") and increasing recruitment efficiency. This transparency enhances the candidate experience and makes candidates feel respected. #### **5. Avoid redundancy** Candidates appreciate efficiency. That does not include lengthy processes, which can lead to job applicants abandoning the application mid-way. Conversely, removing redundant steps in your application process can prevent this issue. For instance, a work history form is impractical if your job portal already features a CV file upload option. Another no-no is having multiple rounds of interviews that ask similar questions each time. It’s better to focus on meaningful interactions, such as in-depth discussions about their accomplishments and challenges, so they’ll feel valued as potential employees. #### **6. Communicate what candidates can expect** Transparency breeds confidence—and clearly outlining the stages of the hiring process helps applicants build trust. For example, if you’re using [pre-employment tests](https://employtest.com/), candidates can better show their potential when you explain what the tests are for and how they measure relevant skills. Of course, it’s essential to use the best pre-employment assessment tests that focus on the specifics of the position. When candidates know what to expect from each hiring stage, they can put their best foot forward and confidently communicate their value, further enhancing the candidate experience in assessment. This approach suits your goal of improving the candidate experience while fostering trust and rapport with the applicants. #### **7. Inform the candidate of the rejection ASAP** A rejected candidate today can be a potential advocate tomorrow. Swift rejections are not only courteous but also respectful of the candidate’s time and effort. Letting them know your decision, even if it’s a rejection during the resume filtering stage, can maintain the candidate’s positive perception of your company. It can also help you improve candidate experience by showing that you value their participation. They might even recommend your organization to their peers. ![A,rejection,letter,in,courier,type. Improving candidate experience](https://employtest.com/wp-content/uploads/2023/10/shutterstock_328059-1.jpg) #### **8. Be open to feedback** Giving applicants the chance to provide feedback is one of the best ways you can improve your candidate experience. Their insights allow you to quickly identify bottlenecks and problem areas in your [hiring process](https://employtest.com/videos/3-steps-to-improve-your-hiring-process/). Take feedback forms, for example. This tool lets you gather relevant information and use it to refine your approach to candidate experience. ### How to Enhance Candidate Onsite Experience Your office is a reflection of your company’s personality. When candidates come onsite, make it memorable: - **Warm Welcome:** Greet them with a smile and offer refreshments. - **Punctuality Matters:** Start interviews on time to show respect for their schedule. - **Personal Touch:** Provide a brief office tour or introduce them to key team members. **Real-World Example:** A tech company once sent candidates a welcome kit with snacks, branded swag, and a thank-you note before their onsite interview. Small gestures like these go a long way. ## **Elevate the Hiring Journey for Your Candidates** Crafting an exceptional candidate experience speaks of your company’s commitment to fostering meaningful connections with potential hires. But, make no mistake. Candidate experience goes beyond procedures; it’s about putting applicants at the center of the process through seamless interactions, transparency, and meaningful communication. When assessing applicants’ competencies, [reach out to EmployTest](https://employtest.com/contact-us/). We offer [pre-employment assessment tests](https://employtest.com/tests/) that simplify the hiring process for the candidates while enabling you to thoroughly evaluate your applicant’s skills and expertise. Enhance your hiring strategy with expert tips today –[ read our comprehensive guide](https://employtest.com/helpful-tools/ " read our comprehensive guide") for your candidates’ positive hiring experience! --- ### [How Cognitive Testing Can Help You Hire Admin Support Staff](https://employtest.com/hrblog/how-cognitive-testing-can-help-you-hire-admin-support-staff/) **Published:** December 5, 2022 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Many people are accustomed to standard job interviews, but there are other ways to objectively observe your candidates. When you’re hiring administrative team members, important skills like problem-solving, time management, and flexibility are going to be what you’re searching for. [Cognitive ability testing](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) can allow you to find the best candidates in an objective and cost effective manner. Here’s what you need to know about cognitive ability testing and how it can help you hire administrative team members. Contents: - [What is Cognitive Ability Test?](#whatisacognitiveabilitytest) - [Types of Cognitive Ability Tests](#Typesofcognitiveabilitytests) - [Why Should Recruiters Use Cognitive Testing for Admin Staff?](#whyshouldrecruiters) ## What is a Cognitive Ability Test? [Cognitive ability tests](https://www.indeed.com/hire/c/info/cognitive-ability-test#3) measure an individual’s cognitive functions and mental abilities. Employers typically use these assessments to calculate a job candidate’s potential for skills, including their ability to perform specific tasks and learn new expertise. These may also be referred to as General Mental Ability (GMA) assessments. [Cognitive ability tests](https://www.opm.gov/policy-data-oversight/assessment-and-selection/other-assessment-methods/cognitive-ability-tests/) evaluate candidates across several different specializations. However, when it all comes down to its fundamental goal, the idea is to determine how a candidate *thinks*. In other words, rather than measuring what a person already knows, the test focuses on their mental skills. For admin-related positions, the ability to problem-solve is something that recruiters can measure with the cognitive ability test. ## Types of Cognitive Ability Tests ### Verbal Comprehension Verbal comprehension and reasoning tests evaluate a candidate’s ability to understand, explicate, and implement written information. This portion of the test may ask the individual to match words with synonyms. It may also ask candidates to rely on context clues to interpret and answer multiple-choice questions. This can be important for [administrative work](https://www.indeed.com/career-advice/resumes-cover-letters/administrative-assistant-skills) since written skills are an essential part of the career field. Verbal comprehension tests are a beneficial way to evaluate a candidate’s ability to comprehend new information. ### Numerical Reasoning Numerical reasoning and ability tests calculate how well one analyzes and interprets numbers. Examples include solving basic mathematical equations and recognizing numerical patterns. The test may include multiple-choice or short-answer questions that ask candidates to calculate fractions, integers, or percentages. It may also include a segment that asks individuals to look at a chart and analyze information from that data. Although some administrative positions may not require advanced math skills, it may be important to know if they can complete simple calculations. ### Learning Agility This portion of cognitive testing refers to how quickly a candidate can master a new skill. These tests will analyze how well a candidate responds to new information and problem-solves. It will also look at how well they use past experiences to determine their best course of action in a new situation. Administrative positions require a lot of flexibility and adaptability. A candidate may end up needing to learn a new skill after they’re hired into their position. Administrative team members also need to be excellent problem solvers who can overcome challenges. ### Perception Perception tests within cognitive assessments determine how fast a candidate learns and retains new information. These evaluations tend to be more memory-focused, asking candidates to look at images or blocks of text for a certain amount of time before asking specific questions about what they just saw. An example of this may include visual pursuit tests. These ask candidates to focus on an object and follow it through a series of visual distractions. ### Logical Reasoning Logical reasoning tests ask candidates to make conclusions about contextual information. The test will ask candidates to answer abstract questions that force them to use logical reasoning. For example, they may be asked something like “if A, B, and C is true, determine which of the following statements is accurate.” This can be helpful for a recruiter looking for administrative employment since it reflects problem-solving and risk-assessment skills. Under high-pressure situations, it’s good to know if your candidate is up for the challenge. ## Why Should Recruiters Use Cognitive Testing for Admin Staff? ### Job Performance Predictions The ultimate goal of cognitive ability testing is to predict the performance of potential employees. Paired with strategic job interviews, cognitive testing can greatly support your search for administrative staff. High cognitive performance can indicate a candidate’s ability to set attainable goals and achieve those ambitions. This can significantly enhance your workplace and increase combined team performance. It also helps that cognitive testing isn’t based on education, but rather on objective statistics determined by assessments. ### Identifying Helpful Skills An administrative candidate may have the most glowing resume you’ve ever seen, but this can only tell you so much about their skills. Generally speaking, resumes only show you what a candidate has already accomplished. However, cognitive testing can dig a little deeper, revealing a candidate’s hidden talents buried beneath the surface. Even if a candidate doesn’t have the most “standout” resume, a cognitive test can reveal that they may be exactly what you’re looking for. ### Assessing Problem-Solving and Learning Because cognitive ability tests are based on data, they accurately predict overall job performance and problem-solving skills. Administrative positions usually require a lot of flexibility, especially in an increasingly changing work environment. These tests can measure how well an administrative candidate learns new skills instead of relying on what they already know. Generally speaking, the higher their cognitive score, the faster they’ll learn and adapt to changes within your workplace. ### Preventing Bias As mentioned previously, cognitive testing is a great tool to use for non-biased recruitment. Unconscious biases can hamper the hiring process, but cognitive ability tests can help you make more objective hiring decisions as it’s based on data, rather than subjective opinions. ### Time and Money Saving While both should be considered when hiring administrative team members, a ten-minute cognitive test has the potential to be as predictive as a 10-minute job interview. This makes these assessments a cost-effective recruitment tool, when there’s limited time for initial screening of candidates. Are you recruiting administrative team members? Our team can help you select the best tests for your candidates. EmployTest offers the below cognitive assessments and you can try a [free sample assessment](https://employtest.com/pre-employment-test-sample/) to see how cognitive ability testing can work for your hiring process. [Elite Cognitive Profile](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) Workplace Reasoning Verbal Reasoning Logical Reasoning [Elite Skills Profile](https://employtest.com/elitetests/) **Blog Categories:** Cognitive Ability Test --- ### [Certain sectors need better testing during recruitment](https://employtest.com/hrblog/certain-sectors-need-better-testing-during-recruitment/) **Published:** February 21, 2017 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![Certain sectors need better testing during recruitment](https://pictures.contentlead.com/Certain-sectors-need-better-testing-during-recruitment_16000902_40040220_1_14041577_500.jpg) Certain sectors need better testing during recruitment The talent gap and skills shortage has hit certain industries harder than others of late, though the list continues to grow as time goes on. The most obvious victims have been any jobs related to STEM industries, or those that deal with science, technology, engineering and mathematics skills, but others are certainly beginning to feel the pressure. This includes accounting, where there have been significant transformations in technology but still a heightened need for qualified professionals. Recruiters and hiring managers need to ensure that they are not just filling seats, but doing so in such a way that benefits the business in the long term. Testing and research are critical to doing so. ## **The problem in accounting** CFO magazine reported that one survey of chief financial officers found that the [most common accounting skills shortages](https://www.cfo.com/news/the-growing-accountant-shortage-how-cfos-can-attract-talent/654840/) seen were leadership, budgeting, strategic thinking, cost management and business acumen. The source pointed out that a very high rate of the CFOs surveyed did admit to having trouble finding the right employees, with 50 percent of respondents agreeing with that sentiment. This also does not even begin to discuss the problem of finding individuals with a foundation in accounting and also an understanding of advanced software now common in the department. The Business Learning Institute argued that companies will be far more successful when they have a combination of [strong onboarding and continuous learning programs](https://blionline.org/news/2190-whats-next-for-finance-and-accounting-professionals-continuous-change-upskilling-and-growth-2021-01-01) in place to keep accounting professionals moving in the right direction. Much more is likely to change in this industry, so recruiters and human resources leaders need to have a tight, unified strategy that guides new hires through their tenures at the firm. The insurance sector is experiencing a very similar issue today, especially in terms of finding those applicants with the right traditional and modern acumen needed. ![Make sure accounting and insurance professionals are prepared for modern challenges.](https://pictures.contentlead.com/x_0_0_0_14131140_800.jpg)Make sure accounting and insurance professionals are prepared for modern challenges. ## **Improving the search** Insurance Journal recently published a blog post written by contributor Denise Johnson about the ways in which [recruiters should be strategizing](https://www.insurancejournal.com/news/national/2017/01/27/440212.htm) in the insurance realm. First, she cited data from the U.S. Bureau of Labor Statistics regarding the forecast 400,000 insurance industry professionals set to retire before the end of the decade. Then, she explained that insurers need to wake up to the threat that trend poses and find ways to better prepare. “Most U.S. employers are woefully unprepared for the business realities of an aging workforce and face a potentially massive loss of skilled, knowledgeable workers,” PricewaterhouseCoopers analysts explained, according to Johnson. “Companies that effectively recruit, train and develop dedicated future staff and leaders will differentiate themselves and set themselves up for success into the future.” Johnson suggested recruiters iron out their screening processes and expand the ways in which they evaluate each applicant’s individual skill sets, likelihood of success and potential length of tenure. This can be difficult without the right tools, though. Employers might want to begin leveraging a wider variety of [professional testing services](https://employtest.com/) to ensure that applicants are being adequately screened and evaluated before the final hiring decision is made. **Blog Categories:** Hiring Tips --- ### [How Will Your Team Benefit from Pre-employment Office Tests?](https://employtest.com/hrblog/how-will-your-team-benefit-from-pre-employment-office-tests/) **Published:** October 7, 2021 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes Companies and public sector agencies can quickly lose money by hiring people who are unable to perform the basic tasks for the job. Carefully selecting future employees can save money and prevent new hires from not being successful. The benefits of using pre-employment tests to measure specific job-related skills, as well as behavioral and cognitive aptitude, have been [discussed](https://www.aihr.com/blog/pre-employment-screening/) in detail. We know that they help organizations rank the candidates based on their skills or behavioral traits. Because Microsoft Office is [one of the most commonly used](/hrblog/is-there-a-need-for-microsoft-office-skills-test) business tools in the workplace, it’s critical that HR teams measure candidates’ knowledge of the programs. It’s simple to do these days, as [pre-employment Office tests](https://employtest.com/pre-employment-test-sample/) are now easier to use than they have ever been. In this article, we’ll discuss: - [How Employee Selection Affects Performance](#performance) - [Why Businesses Should Not Rely on Resumes Alone](#resumes) - [How Pre-Employment Tests Provide Equal Opportunity and Improve Training](#equal-opportunity-and-training) - [How Tests Are Used to Find the Best Remote Employees](#remote-work) - [How the Public Sector Benefits from Pre-Employment Office Tests](#public-sector) ## **Research on Hiring Costs** Talent acquisition teams know the [costs involved](https://preppio.com/cost-of-onboarding-a-new-hire-spreadsheet/) when it comes to hiring and onboarding. These costs include advertising for the position, recruiting teams’ time, orientation, and training costs. Regardless of organization’s size, keeping a lid on recruiting costs is essential. If companies fail to optimize their hiring processes, they risk exceeding the allocated budget for recruiting. A proven strategy to reduce the odds of a “mis-hire” is to use pre-employment tests, such as [Microsoft Excel](https://employtest.com/excel-tests-job-applicants/) or [Microsoft Word skills assessment](https://employtest.com/microsoft-word-testing/). [Pre-employment tests](https://www.omega-rehab.com/7-reasons-require-preemployment-testing/#:~:text=Preemployment%20Testing%20is%20Objective&text=This%20will%20allow%20you%20to%20predict%20a%20candidate's%20job%20performance,skills%20along%20with%20personality%20traits.) can screen candidates and determine if their skill set matches those needed for the job position. ## **How Employee Selection Affects Performance** An article by Sapling reported sobering data for hiring statistics in 2021. As expected, companies continue to place a high priority on strategic hiring and onboarding. There are many job options for talented workers in today’s market. As a result, it’s critical that these individuals are engaged, motivated, and driven from the start, because talent is scarce and the wrong hire can delay a company’s goals by a quarter or more. [BambooHR spoke with a number of HR experts](https://www.bamboohr.com/blog/employee-onboarding-tips-and-best-practices-from-hr-experts/) who agreed that focusing on the employee experience during the hiring process can result in higher retention, improved employee happiness, and, with such a positive experience, new employees and coworkers (and their managers) can collaborate more effectively. Businesses with an amazing onboarding process increase new employee retention by 82% and productivity by over 70%, according to a [paper](https://b2b-assets.glassdoor.com/the-true-cost-of-a-bad-hire.pdf) by the Brandon Hall Group. Companies can save money on hiring by using a well-established strategy to hire, train, and make people productive sooner. How does pre-employment testing affect onboarding? If the wrong (unskilled) person is added to the team, then even the positive onboarding experience will be wasted. Plus, hiring managers can use pre-employment tests to get precise data about which skills new hires need to learn. For example, if a new hire had a low performance during Microsoft Word skills assessment, they can be offered a little extra time to catch up with the rest of the team after their onboarding. ## **Discovering the True Knowledge of Candidates** A Harvard Business Review [article](https://hbr.org/2014/07/resumes-are-messing-up-hiring) stated that resumes are no longer sufficient. Disruptive technologies have flooded the marketplace and the globe in 2021. Not all firms have fully embraced these technologies because of the effort involved. Processes must be put in place to ensure that daily tasks are completed without hiccups. Traditional hiring processes based on resumes are no longer sufficient, as they can fail to identify the traits required of today’s leaders, and their outdated criteria may prevent many talented candidates from even being considered. ## **Why Businesses Should Not Rely On Resumes Alone** Resumes alone aren’t the sole factor HR professionals should consider when hiring. Resumes are great for an overall view of the listed skills. But [according to CNBC’s Make It](https://www.cnbc.com/2019/08/12/millennials-are-most-likely-to-lie-on-their-resumesheres-why.html), 11% of Millennials have admitted to inflating their resumes to make themselves stand out. Of that 11%, 38% lied about their work experience, and another 31% lied about their employment dates. Surprisingly, 84% of employers reported that they would consider an applicant who did not have the necessary work experience. Furthermore, 62% of those polled stated they were offered a job even though they didn’t meet all of the requirements. A common area where applicants can exaggerate is their technology skills, such as Microsoft Office. Given the ubiquity of Microsoft Office programs, it is critical for potential new workers to have solid Office skills in order to be considered for the position. But how will HR teams verify this? It can be easily done – starting with Microsoft Word skills assessment, and adding tests for Excel, PowerPoint, Access, Outlook, and other technology tools. ## **How Pre-Employment Tests Provide Equal Opportunity** Most, if not all, companies pride themselves on being equal opportunity employers. Unfortunately, the reality is that the hiring process can be biased and flawed, which has been proven in [research data](https://hbr.org/2016/04/if-theres-only-one-woman-in-your-candidate-pool-theres-statistically-no-chance-shell-be-hired). Francesca Gino of the Harvard Business School stated that “unconscious biases have a crucial and “problematic” impact on our judgment. They are what drives us to make decisions that favor one candidate or group over others.” Bias can obstruct diversity, recruiting, promotion, and retention efforts in the workplace. Using pre-employment tests in the hiring process can help remove some unconscious bias. Beyond testing, there are tools that help [HR professionals do blind hiring](https://www.businessinsider.com/companies-are-using-blind-auditions-to-hire-top-talent-2015-5) when hunting for top talent. These tools have been specifically designed to omit sensitive data like name, gender, age, and nationality that have been shown to cause recruiting bias. ## **How Pre-Employment Tests Can Be Used to Improve Training** Pre-employment Office tests can help firms be more accurate in their applicant screening and training processes. Understanding candidates’ skills is critical when customizing the hiring and training process. This can allow the candidate to work independently sooner, which translates into significant savings down the line. Employers can save money on unnecessary training by using pre-employment skills assessment tests to determine which abilities need to be developed. Similarly, if a candidate lacks a required skill for the job, tests can assist HR teams to identify this early on, allowing them to focus on individuals who are more qualified and will take less time to train. ## **How Tests Are Used to Find the Best Employees for Remote Work** It’s not uncommon these days for a new employee to start working for a company without ever seeing their manager or visiting the office in person. Interviews are conducted online, and employees begin their careers by working from home. By 2025, it is estimated that 36.2 million Americans will likely be working remotely, up 87% from pre-pandemic levels, [according to Upwork](https://www.upwork.com/documents/future-workforce-pulse-report-2020). With the [shift to remote work](https://krisp.ai/blog/shift-to-remote-work/)[,](https://krisp.ai/blog/shift-to-remote-work/) employers utilize pre-employment tests as part of the hiring process to get a baseline measurement. Candidates will need excellent technology ability and familiarity with software tools needed to work remotely and collaborate while away from the office. Depending on criteria for the ideal new hire, different pre-employment tests can be used as a part of the hiring process. There may be preferences for key remote working traits that candidates must have. For example, there are [pre-hire behavioral tests](https://employtest.com/tests/) targeted specifically for remote jobs. Alternatively, if software is used on a daily basis by the company, such as Microsoft Office Suite for various clerical positions, a simple MS Word test or an Excel assessment can be used to find the candidate with the necessary degree of skill. ## **How the Public Sector Benefits from Pre-Employment Office Tests** The benefits of using pre-employment Office tests for hiring processes are not limited to private organizations. The same is true in the public sector, where administrative work is critical to government and education. Whether an employee is presenting a new idea to supervisors or a class of students, knowing how to use PowerPoint is often a necessary skill. Similarly, communication via email and document sharing can be even more important to effectively operate in the public sector. As taxpayers support the public sector, it is even more important that every dollar is spent wisely rather than squandered. This emphasizes the importance of screening for adequate skills and expertise for any administrative position. Hiring a candidate who will need to extensively be trained can be a costly endeavor. Pre-employment Office tests can be helpful in the long run, as they save money by preventing mis-hires and make public sector employees more productive and efficient. ## **Conclusion** When looking for new personnel, private companies and public sector organizations might benefit from using more [stringent hiring strategies](https://www.entrepreneur.com/article/270190). It can be argued that stricter hiring procedures will make it more difficult for people to be hired, but skilled candidates need not be concerned. HR professionals can be trained to use [new tools](https://typelane.com/best-employee-onboarding-tools-in-2020/) that remove unconscious bias and are educated on which skills and values they should look for in a candidate. Many employers are willing to overlook insufficient work experience, as long as candidates have adequate people skills that help them collaborate well with each other. Relying solely on resumes is no longer a viable option. At the same time, focusing solely on the results of the pre-employment Office test isn’t a good idea either, as each hiring tool has its own important place in the HR toolbox. However, businesses should strive toward optimizing their hiring process when it comes to hiring by honing in on the necessary skills for all administrative workers. [EmployTest](https://employtest.com/) specializes in developing pre-employment tests for the public sector (government), companies, and nonprofits. Contact us for a free sample of our [Microsoft Office skills test](https://employtest.com/microsoft-office-skills-test/) – and learn more about what we offer on [our Test List page](https://employtest.com/tests/). **Blog Categories:** microsoft office tests, pre-employment testing --- ### [Why does your small company need pre-employment testing?](https://employtest.com/hrblog/why-does-your-small-company-need-pre-employment-testing/) **Published:** July 27, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Your SMB cannot afford to keep making bad hiring decisions!](https://pictures.contentlead.com/Your-SMB-cannot-afford-to-keep-making-bad-hiring-decisions_16000902_40035085_1_14122026_500.jpg) Your SMB cannot afford to keep making bad hiring decisions! Unlike big organizations, small-to-medium-sized businesses (SMBs) struggle to recover following a bad hiring decision. Whether that employee was consistently late, quit before a year was up, brought down efficiency levels or was a malicious office presence, SMBs may be skeptical to risk hiring someone new following a negative hiring experience. *Mindflash*, an online training platform, created an innovative infographic with *CareerBuilder* survey data that dives deep into the costs associated with a bad hire and how companies can avoid making hiring mistakes. Of those surveyed, [41 percent said that a bad hire](https://www.mindflash.com/wp-content/uploads/2012/01/Mindflash_1.24.12-01-2.png) cost their company at least $25,000, while 25 percent said they wasted $50,000. While lost profits alone is a significant problem facing SMBs across the country, a poor hire can cause a decline in productivity levels, morale, client solutions, collaboration and much more. ![Your SMB cannot afford to keep making bad hiring decisions!](https://pictures.contentlead.com/x_0_0_0_14130313_800.jpg) **Why do companies make poor hiring decisions?** As detrimental as most businesses know most bad hires are, why do they continue to make poor hiring decisions? One of the main reasons this survey found is that 38 percent of respondents explained that they had to fill the position quickly. If only a handful of people run your SMB, losing just one individual can have serious ramifications. This is why you, along with many others, may rush the hiring process to onboard an extra set of hands as soon as possible. While sometimes these efforts prevail, the odds are that the new employee may fail to meet your expectations. This is because 34 percent of those surveyed said the new hire just didn’t work out, leading to their dismissal. Most troubling, however, was the 21 percent of employers who didn’t adequately research their applicants’ skills or the 11 percent who didn’t follow up with their references. Large corporations can afford to onboard a poorly performing employee every now and then, but your SMB cannot. If you are not effectively vetting potential candidates and making sure that they have the necessary skills and experience to do well, you may be setting your company up for failure. This, is why you need to implement [pre-employment tests](https://employtest.com/) into your hiring process. *“21 percent of employers didn’t adequately research their applicants’ skills.”* **How can pre-employment tests revolutionize the hiring process?** Pre-employment tests allow hiring managers to spend more time interviewing applicants who possess the necessary skills needed for the job, not wasting time speaking with candidates who are entirely unqualified. They save countless companies time, money, worker turnover and avoid lowering office morale levels. *Forbes* reported that an *American Management Association* [survey discovered that](https://www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/#391dd6e070b4) “almost 90 percent of firms that test job applicants say they will not hire job seekers when pre-employment testing finds them to be deficient in basic skills.” So why aren’t more SMBs considering [pre-employment testing](https://employtest.com/pre-employment-test-sample/)? As most SMBs are cash strapped and cautious about any investments they make, you may be hesitant to use [skills testing](https://employtest.com/tests/) to screen initial candidates. However, the costs associated with making bad hiring decisions far exceed those of a few pre-employment tests. Meanwhile, these tests take care of the exhaustive vetting process where hiring managers meticulously go over resumes, applications and work samples, hoping that their applicants are as good in person as they are on paper. While not used as a replacement for resumes or other traditional hiring methods, they will show you which applicants actually have the skills to back up their application claims. Therefore, hiring managers can refocus their efforts toward the interview to determine whether or not they would be a great fit for their company. Essentially, [pre-employment tests](https://employtest.com/) help SMBs hire smarter. Instead of wasting company money and time interviewing bad applicants, they can issue these tests and rest assured that they will only be onboarding the best of the best to their business. [Contact EmployTest today](https://employtest.com/contact-us/) to learn more! **Blog Categories:** Hiring Tips --- ### [Interview questions you are, and are not, allowed to ask.](https://employtest.com/hrblog/interview-questions-you-are-and-are-not-allowed-to-ask/) **Published:** April 30, 2018 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![What you can and cannot ask during an interview.](https://pictures.contentlead.com/What-you-can-and-cannot-ask-during-an-interview_16000902_40045347_1_14096402_500.jpg) What you can and cannot ask during an interview. When interviewing candidates for a new position, it’s important to stay away from any questions that may be considered discriminatory. While that might seem obvious, it’s not always easy to tell which questions are, and are not, legal. The United States Equal Opportunity Commission protects against discrimination based on a [candidate’s age](https://www.eeoc.gov/laws/types/index.cfm), disability status, gender, genetic information, national origin, pregnancy status, race or religion, according to the agency’s website. Any question designed to identify those characteristics should be removed from your interview bank. Be extra careful to avoid bringing up these personal topics even if a candidate is friendly and initiates a more intimate conversation about family life or personal responsibilities. **Religion** People do not need to identify what religion they believe in or if they actively practice those beliefs. While it may seem relevant for scheduling purposes, employers cannot ask “do you observe any [religious holidays](https://www.businessinsider.com/11-illegal-interview-questions-2013-7#are-you-married-2),” according to Business Insider. Instead, ask what shifts a person can or cannot work. If you’re concerned about the possibility of prayer breaks interfering with a daily schedule, make sure to emphasize the break policy and ask if it’s acceptable. ![Older man with folder in hands](https://pictures.contentlead.com/x_0_0_0_14061795_800.jpg)Asking any question that could date a person is considered illegal. **Age** Never ask a candidate when they were born or how old they are. While you may be tempted to relate to a person who went to the same school or grew up in the same area as you, it’s considered inappropriate to ask when someone graduated high school or college because a simple calculation can allow you to determine that person’s age range. The same logic applies to asking [when an individual started working](https://www.betterteam.com/illegal-interview-questions), according to Betterteam, which puts that question on the “not allowed” list as well. **Ethnicity and birth place** If you notice someone has an accent or mentions their home country, steer clear of asking where they were born. Rejecting someone for a role based on their birthplace or ethnicity is against the law. Surprisingly, asking for an emergency contact before hiring an applicant can also be seen as a method of identifying a person’s country of origin, so be sure to save that for post-hire paperwork. In customer service roles, a native level of English fluency may be required to answer questions and respond to concerns. However, asking an applicant if English is their first language can help identify their birthplace, which makes it potentially discriminatory. Instead, give any potential hires a [grammar and spelling test](https://employtest.com/pre-employment-grammar-spelling-tests), or ask to do a mock phone call during which you see if they can understand complex questions and respond accordingly. **Disabilities** The Americans with Disabilities Act of 1990 protects against job discrimination based on disability. In some cases, questions about physical ability may be important. For example, an airplane pilot cannot be blind. Instead of asking about seeing ability, make sure to outline job responsibilities ahead of time and then administer a test that measures a person’s vision if it is directly related to the job. Keep in mind that if you’re hiring a customer service representative who will be exclusively talking on the phone, giving a similar test would not be considered appropriate because a seeing impairment would not directly impact the person’s ability to do the job. Addiction is also protected under this regulation which means both “have you used illegal substances?” and “how often do you drink?” would be unacceptable questions. In addition, administering an breathalyzer or alcohol test before employment falls under the category of potential discrimination and should only be given after an employment contract is signed. The list of interview questions that may be considered illegal might seem long and intimidating. However, a good rule of thumb is that if you’re unsure about a topic or inquiry, just don’t ask. **Blog Categories:** Hiring Tips --- ### [What is "employee ghosting" and how do you avoid it?](https://employtest.com/hrblog/what-is-employee-ghosting-and-how-do-you-avoid-it/) **Published:** May 21, 2019 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![What is ](https://pictures.contentlead.com/What-is-employee-ghosting-and-how-can-you-avoid-it_16000902_40047419_1_14124487_500.jpg) What is “employee ghosting” and how can you avoid it? Filling open positions in a competitive job market can be difficult and costly, as hiring managers dedicate considerable time to poring over resumes, interviewing potential candidates and running background checks. Recruiters can spend months searching for qualified job seekers, checking references and initiating the onboarding process, but what happens when a new employee doesn’t show up to their first day of work? This phenomenon has been widely referred to as “ghosting” within professional circles and is considered one of the most difficult situations for employers to navigate. What’s worse, many hiring managers have started to see an uptick in this sort of behavior, with recruiters from the global staffing firm, Robert Half, noticing a [“10 to 20% increase”](https://www.washingtonpost.com/business/2018/12/12/workers-are-ghosting-their-employers-like-bad-dates/?noredirect=on&utm_term=.9caf7eaebecc) over the past few years, The Washington Post reported. While there is no national data on the prevalence of this issue, it’s worth taking a closer look at what it could mean for employers moving forward. **How ghosting impacts companies** First, it’s important to note that employee ghosting can occur in a wide range of scenarios, not just during the first week of employment. For example, the Federal Reserve Bank of Chicago noted in its [December 2018 Beige Book](https://www.federalreserve.gov/monetarypolicy/beigebook201812.htm) that a number of high-profile contacts have had employees stop showing up to work without giving any notice. Following the unexpected absence, these companies were unable to contact the worker and were left questioning whether they had any plans to return. Beyond the obvious staffing issues, ghosting can have a significant impact on general productivity and morale. Losing a top performer can interrupt key workflows and often forces employers to reallocate complex tasks to employees who may not be prepared for the added responsibility. It’s crucial to be transparent with your workforce when these incidents occur, as failing to comment can leave workers questioning whether their jobs are at risk. ![Job applicant shaking hands with her new boss](https://pictures.contentlead.com/x_0_0_0_14110557_800.jpg)Personalizing your interview process can help reassure job seekers that your company is a great place to work. **Tips to reduce employee ghosting** While it’s likely impossible to eliminate ghosting altogether, there are several steps employers can take to alleviate some of the motivations that new hires may have for disappearing. For example, job applicants are often weighing the benefits and limitations of several openings simultaneously, even after they have accepted a position. Presenting your company as an attractive and exciting place to work can fuel a candidate’s enthusiasm and convince them to opt out of alternative employment opportunities. Other useful tips include: - **Ask the right questions:** Before you interview a promising applicant, it’s important to create a list of targeted questions that may help you determine if they’ve ghosted employers in the past. Be sure to ask about gaps in their employment history and why they decided to move on from previous roles. - **Check references thoroughly:** Following up on a candidate’s work experience and references is essential to properly assessing their flight risk, as it may be your only chance to get an outside perspective. Remember to ask straightforward questions when speaking with former managers and coworkers about an applicant’s disposition and work ethic. - **Streamline your onboarding process:** Unemployed job seekers are often determined to start working as soon as possible, so it’s critical to eliminate unnecessary delays in your onboarding process. Setting a clear start date during the final pre-hire interview is a great way to put new employees at ease. - **Set clear expectations:** Explaining what a candidate’s first day will entail can help reassure them that they’ve made the right decision, especially when you’re trying to staff a complex role. Introducing new hires to their team members and holding a day-one orientation can also support positive relationship building. The best ways to mitigate the impact of employee ghosting is to personalize your hiring and onboarding practices, improve your employee health and wellness programs, and reamain proactive about your company’s staffing needs. **Blog Categories:** Hiring Tips --- ### [How to hire for an entry-level position](https://employtest.com/hrblog/how-to-hire-for-an-entry-level-position/) **Published:** July 17, 2017 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![With a strong set of guidelines and assessment processes, you can find high-quality candidates with the potential to take your business into their own hands. Here are a few tips for hiring entry-level employees](https://pictures.contentlead.com/With-a-strong-set-of-guidelines-and-assessment-processes-you-can-find-highquality-candidates-with-the-potential-to-take-your-business-into-their-own-h_16000902_40042481_1_14130453_331.jpg) With a strong set of guidelines and assessment processes, you can find high-quality candidates with the potential to take your business into their own hands. Here are a few tips for hiring entry-level employees As a hiring manager, how certain are you when it comes to assessing the skills and experience of entry-level candidates? According to the Entry-Level Applicant Job Skills Survey, conducted by The Society for Human Resource Management, only about [20 percent](https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Pages/Entry-Level-Applicant-Job-Skills-Survey-.aspx) of HR professionals were confident in their company to properly analyze strengths of entry-level job applicants. Moreover, about 11 percent of the participants said they were only slightly confident or not confident whatsoever. How do you feel about your current hiring practices? Are you choosing the best possible candidates for each position you’re filling? With a strong set of guidelines and assessment processes, you can find high-quality candidates with the potential to take your business into their own hands. Here are a few tips for hiring entry-level employees: **1. Look beyond educational standards** You’ll likely have an educational requirement for the position, but make sure to look beyond this section in your potential candidates’ resumes. Because this is an entry-level position you’re trying to fill, you probably won’t shuffle through many applicants with prior [job experience](https://employtest.com/videos/job-experience-isnt-everything/), so look elsewhere. Inc. Magazine suggested highlighting the extracurricular activities or side jobs your applicants participated in during college. Dave Scalco, founder and director of growth at Digitalux, said that this type of experience [shows initiative](https://www.inc.com/dan-scalco/5-essential-tips-for-hiring-entry-level-employees.html) in young people. “Participation in a group or organization shows initiative and drive outside of the typical graduation requirements,” he wrote for Inc. “Take special note to leadership roles, awards earned and those who built something out of nothing.” ![Talk about his or her college experience during the interview.](https://pictures.contentlead.com/x_0_0_0_14131094_800.jpg)Talk about his or her college experience during the interview. **2. Ask interview questions based on experience** After assessing said experience, make sure to base your interview questions off of the positions held by the candidate. This makes every interview truly unique and can help you find that stand out employee you were looking for. Ask them about some of the challenges faced throughout their experience in college – even if they weren’t involved in extracurricular activities – and how they navigated through them. Basic problem-solving skills are key for nearly any position, so if your candidates have a positive track record, they’ll have the potential to fill the spot. **3. Discuss future goals during the interview** In a best-case scenario, you’ll hire a candidate who turns into a long-term team member. Someone who’s interested in making the most of their entry-level position, and potentially transitioning into a higher position with the company. Finding the ideal professional who aspires to make this happen may seem difficult, but it doesn’t have to be. Just talk about his or her future goals [during the initial interview.](https://www.entrepreneur.com/article/286356) *“Discuss future goals during the initial interview.”* “In order to prevent entry-level employees from leaving, consider their future goals from the very beginning,” Entrepreneur contributor Andre Lavoie wrote in ‘5 Best Strategies for Hiring Entry-Level Employees’. “Actively ask them about their long-term career plans and discuss how they might see those goals through at your organization. Such questions will show candidates that the company wants them to stick around, and will allow their managers to guide them in the best way possible to fulfill their professional needs.” Getting an idea of your candidates’ goals and aspirations from the start can help you navigate through your selection seamlessly. **4. Consider pre-employment testing** Once you’ve narrowed down your candidates, you may consider [pre-employment testing](https://employtest.com/). This gives you a chance to properly assess their ability to fulfill the position. Acing the interviewing is key, but pre-employment testing can act as the icing on the cake when choosing your next employees. **Blog Categories:** Hiring Tips --- ### [Addressing Staffing Issues in Healthcare: 3 Key Strategies](https://employtest.com/hrblog/addressing-staffing-issues-in-healthcare-3-key-strategies/) **Published:** April 22, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### **What are healthcare staffing strategies?** Key healthcare staffing strategies involve the effective use of technology, prioritizing better working conditions, and strengthening healthcare recruitment and hiring techniques. The use of pre-employment tests can also help streamline the hiring process. A Mercer consulting[ study](https://www.mercer.us/our-thinking/career/demand-for-healthcare-workers-will-outpace-supply-by-2025.html) said the United States’ healthcare sector will experience significant worker shortages in the coming years. This problem doesn’t have a simple solution. Healthcare workers have to complete[ complex training](https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4547062/) and have specific qualifications. Recruiters can’t just quickly hire without in-depth verification of skill sets. To get positive results, hiring medical staff needs to be a strategic process. Administering [pre-employment assessments](https://employtest.com/tests/), such as [attention to detail](https://employtest.com/attention-to-detail-test) or [computer skills tests](https://employtest.com/computer-skills-test), should be a vital part of that strategy. In this article, we’ll cover: - [The Reasons Behind Staff Shortages in Healthcare](#reason-behind-staff-shortages) - [Best Practices in Mitigating Staffing Issues in Healthcare](#mitigating-staffing-issues-healthcare) - [Moving Forward with Healthcare Aptitude Tests](#going-forward-healthcare-aptitude-tests) ## **Reasons Behind Staff Shortages in Healthcare** Staffing issues in healthcare are not new. More than a decade before the Mercer study, an overview of a 2009 [National Academy of Sciences workshop](https://www.ncbi.nlm.nih.gov/books/NBK215247/) sparked worries about a coming shortage of doctors, nurses, and affiliated medical professionals. Today’s staffing issues are primarily the result of these problems. 1. **Pandemic challenges** Long hours and the stress of caring for COVID-19 patients and their families have exhausted healthcare workers. We see this especially in the increased number of nurses retiring or [leaving the sector](https://www.theatlantic.com/health/archive/2021/11/the-mass-exodus-of-americas-health-care-workers/620713/). It’s speculated that present staff levels won’t be enough to meet the requirements of 2022 a,nd beyond. With new cases reaching record highs in the U.S., more than a quarter of hospitals in [13 states](https://www.forbes.com/sites/jonathanponciano/2021/12/25/these-13-states-are-facing-the-worst-hospital-worker-shortages-as-omicron-fuels-a-new-covid-surge/?sh=69c49b727df8) have experienced critical staffing shortages. As facilities are being pressured to turn patients away, experts predict the staffing crisis will worsen in the months to come. 2. **Rejecting fresh graduates** Last year, the New York Times reported that [more than 10,000 medical school graduates in the US cannot find work](https://www.nytimes.com/2021/02/19/health/medical-school-residency-doctors.html) placements. The reason is the narrow criteria of residency programs. A large number of qualified medical professionals are being excluded because of lack of experience and many resort to non-clinical work to pay back their college debt. This is highly frustrating for new graduates and has led to many leaving the profession altogether. 3. **Economic trends** In the middle of the “Great Resignation,” healthcare is competing with the rest of the US industry sectors to fill open positions. This not only applies to clinical staff, but also to non-clinical roles such as janitorial staff, food servers, and IT professionals. At the same time, financial crunches [are becoming apparent](https://www.healthline.com/health-news/covid-19-is-ruining-hospitals-financially-heres-why#Financial-solutions). Rising costs, restrictions on non-emergency procedures and a decrease in patient visits have decreased revenue. Staff overtime costs and supply chain issues have also contributed to the issue. It makes it challenging for healthcare facilities to retain employees. ## **Mitigating Staffing Issues in Healthcare – Best Practices** Staffing issues in healthcare is a complex topic to solve. However, increased technology, improving working conditions, and addressing education and training can help[ mitigate staff shortages](https://www.getwellnetwork.com/blog/how-digital-health-technology-can-help-with-staffing-needs/) in healthcare. ### Adoption of Technology It’s critical for healthcare organizations to review workers’ needs and plan accordingly for staffing shortages. Although workforce management challenges in healthcare aren’t new, recent years have increased the pressure. Surveying patients is an excellent place to start. Each patient has a unique profile, requiring an individualized plan for care. Accessing patient profiles via technology at every point allows healthcare facilities to manage patient medical journeys throughout their stay. As a result, an organization’s labor needs can be identified, and workers can be organized by skill set for more accurate deployment. It also helps if employees’ availability and daily duties can be easily viewed, which makes the creation, updates and distribution of schedules much easier. But an increased reliance on technology requires hiring candidates with an aptitude to grow and adapt to demands of technology. It’s helpful to use skills tests such as [cognitive ability assessments](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) and [computer skills tests](https://employtest.com/computer-skills-tests-for-applicants-employees/) to see who among your candidate pool can best handle this technology. ### Better Working Conditions Recent years amplified the weaknesses in healthcare systems’ human resource departments. With healthcare workers experiencing stress and exhaustion, it was [revealed](https://www.ncbi.nlm.nih.gov/pmc/articles/PMC7874279/) how truly overworked they really were. The issue of human resources”surge’ capacity also came under the spotlight. The healthcare system [found it difficult to address](https://health.clevelandclinic.org/how-the-pandemic-is-straining-the-healthcare-system-and-what-you-can-do-to-help/) the needs of patients with health issues unrelated to COVID-19. Recovering from large scale healthcare emergencies depends on resolving key HR issues. Only after addressing [working conditions](https://bmchealthservres.biomedcentral.com/articles/10.1186/s12913-018-3862-7) in healthcare will it be possible to build resilient healthcare systems. This resilience will manifest in facilities that are aligned with the demands of each health crisis. What would be the most important working conditions in healthcare to address? To avoid recurring staff shortages, more attention must be devoted to better organization and clear communication across departments. This can happen with the right management, which is why it’s important to have team members who will be ready to take on leadership roles when needed. Until recently, healthcare leadership development has focused mainly on the individual, usually in a competency-based manner. But when faced with uncertainty and unexpected conditions, medical professionals are put under tremendous pressure that is not so easy to simulate, or even imagine, beforehand. Those in leadership roles must be able to swiftly take control in high-pressure situations, organize their way through crises, promote innovation, and manage recovery. To know who is best suited for such a demanding position, HR managers in healthcare must learn to nurture future leadership abilities. Emphasis should be placed on hiring people capable of dealing with both a crisis and its aftermath. Administering [leadership aptitude tests](https://employtest.com/management-aptitude-test) early during the hiring process can help you find the candidates who can become strong team leaders down the line. Hiring future leaders, in turn, promises an increase in team morale and ensures better management practices. ### Education and Training: Strengthening Healthcare Recruiting and Hiring Recent years have brought us better onboarding processes, which includes providing additional training when necessary. When managers know their team’s strengths and weaknesses, they will know how to best allocate tasks across team members. Assigning responsibilities based on individual skill sets is a proven recipe for efficiency. Otherwise, it will ultimately lead to underperforming teams. “When you get a match between the skill levels of the staff and the needs of the patients, there’s a higher level of satisfaction on both sides, because the caregiver wants to give the best care possible,” [says Mark Heymann](https://www.healthcarefinancenews.com/news/efficient-staffing-can-combat-healthcare-workforce-shortages-brought-about-covid-19), CEO of staffing company UniFocus. “But if you’re in an understaffed situation it’s difficult for that caregiver to do everything they can for the patient. When you’re right-staffed, you know you can deliver the care necessary to drive high levels of satisfaction.” Those in charge of professional development opportunities for healthcare professionals should think about new skill sets, new ways of acquiring professional competencies, and encouraging teamwork. Reinventing training in healthcare will strengthen the hiring pipeline, decrease the skills gap, and diminish the threat of staffing shortages. [Pre-employment tests](https://employtest.com/) can help to determine prospective hires’ skill sets. Test scores will show managers where there is room for improvement, which makes it easier to develop and share resources for professional growth. ## **Going Forward: Healthcare Aptitude Tests** In recent years, the healthcare sector has dealt with difficult situations that arose from small teams, ineffectual organization, and increased job pressure. As a result, burnout rates rose sharply, leading to a medical worker shortage crisis. But there are steps that can be taken to better prepare for any challenges in the future. To combat staffing issues in healthcare, hiring managers need to ensure they are bringing the best possible candidates to their organization. Finding just the right fit for an open role helps increase employee retention and patient satisfaction, as well as improve the operating capacity of healthcare facilities in question. To help determine whether an applicant is a fit for the position, many healthcare employers use pre-employment tests. Some of these assessments include a healthcare aptitude test, [attention to detail test](https://employtest.com/attention-to-detail-test), as well as [a medical office skills test. ](https://employtest.com/medical-office-testing)These “skillchecks” can help hiring managers better understand applicants’ proficiency at both hard and soft skills. Additionally, integrating a [healthcare aptitude test](https://employtest.com/healthcare-aptitude-tests) or other pre-employment tests into the hiring process can streamline the hiring process. It is clear that having more insight into your pool of applicants leads to more informed, data-driven hiring decisions. [Contact EmployTest today](https://employtest.com/contact-us/) to learn more about how we can assist your organization in understanding the skillsets of your job applicant pool. **Blog Categories:** healthcare aptitude test, management aptitude test --- ### [Emerging HR technologies are changing the workplace](https://employtest.com/hrblog/emerging-hr-technologies-are-changing-the-workplace/) **Published:** November 28, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Businesses are turning to even more technology.](https://pictures.contentlead.com/Businesses-are-turning-to-even-more-technology_16000902_40038452_1_14133791_500.jpg) Businesses are turning to even more technology. The business world – across various industries – seems to be evolving at a breakneck speed. From shifting employee demographics to completely new business models, life at work is changing for employees at all rungs of the corporate ladder. That said, human resource professionals are doing their best to accommodate shifts in the workplace by using the latest technologies on the market. Jason Averbrook, chief executive offer of the Marcus Buckingham Company, discussed what the [evolving business landscape](https://www.fastcompany.com/3045829/welcome-to-the-new-era-of-human-resources) is doing to HR departments: “A hundred years later, a lot of organizations are still running HR that same way,” he told Fast Company. “Focusing on risk, focusing on compliance, focusing on the transactional side of it, but there’s a whole new era, and things like unions and pensions and transparency of the workplace have changed.” At the end of the day, business leaders and HR professionals should take advantage of advancing technologies to make daily work tasks more efficient for all employees. Here are five technologies that are altering the workplace dynamic: **1. Cloud technology** At this point, cloud technologies have been available to businesses for quite some time. But almost every aspect of HR can still be [improved from cloud-based technologies](https://deloitte.wsj.com/cio/2015/12/23/10-disruptive-hr-technology-trends-for-2016/), according to The Wall Street Journal. Employee payroll, recruiting, e-learning and engagement are all vastly improved when organizations switch to a cloud-based system. And rather than implementing a new cloud system somewhere down the line, more companies are beginning to utilize technologies that are built to accommodate cloud technologies from the start, meaning employees, managers and HR professionals are all gaining access to more information from virtually anywhere. Ultimately, that helps to prevent losses at virtually every level of an organization. ![Cloud technologies are improving the way professionals conduct business.](https://pictures.contentlead.com/x_0_0_0_14115663_800.jpg)Cloud technologies are improving the way professionals conduct business. **2. Mobile optimization** People are using more mobile devices now than perhaps ever before. As a result, it’s even more essential to optimize business software for mobile devices. Online applications for onboarding procedures are even likely to move to [mobile platforms in the near future](https://www.hrcloud.com/blog/top-trends-in-tech-hr-managment/), according to HR Cloud. In the same vein, it is likely that employee recruitment strategies will incorporate mobile devices. If, for example, candidates are viewing and applying for positions from their mobile devices, companies with a strong mobile presence are more likely to attract top talent. **3. Data management systems** There are a number of different ways that businesses are using data management systems to streamline business processes. Businesses with hourly employees use attendance systems. And from early forms of attendance trackers, such as punch cards, to thumbprint scanners, this aspect of business has been rapidly advancing over the last decade or so. Investment trends in data management – including attendance systems – are likely to [continue in the next few years](https://www.paychex.com/articles/human-resources/latest-hr-technology-trends-2016), according to Paychex. Not only will employees have more access to their own timesheets, but managers and supervisors will be able to set schedules more efficiently. **4. Workflow management systems** Hiring can be a complicated process. From writing up job descriptions to holding interviews, there’s a lot of time and money that goes into hiring a single employee. Being able to manage that workflow from a single system makes life a lot easier for HR Professionals. Typically, HR expenditures can be a hefty portion of a company’s budget. And when employee turnover is high, those expenses can rise dramatically. By outsourcing this workflow to a third-party platform, managers can focus on building the company and producing products that generate income. Technology trends will be key in optimizing HR going forward. **5. [Pre-employment tests](https://employtest.com/)** Due to the fact that hiring (or, in worst case scenarios, replacing) employees is so expensive, it’s a good idea to hire the right people the first time around. Using [skills tests for employment](https://employtest.com/tests/) are excellent ways to weed out candidates who aren’t qualified for the job. The business world is evolving because of the advances in technology. There’s no reason the hiring process can’t be improved as well. [Contact the professionals at EmployTest today](https://employtest.com/contact-us/) to learn more! **Blog Categories:** employment tests --- ### [Attention to Detail: Avoid Hiring Mistakes with Pre-Employment Tests](https://employtest.com/hrblog/attention-to-detail-tests-avoiding-hiring-mistakes-with-pre-employment-tests/) **Published:** October 11, 2021 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell As told in Alexander Pope’s poem “*To Err is Human”*, people have long been aware that they are [prone to making mistakes](https://www.inquirer.com/philly/business/jobs/Mistake-prone_employee_8_questions_to_ask.html). This is particularly important for large organizations and companies that work in a highly complex business and regulatory environment. The ability to efficiently use cognitive resources (your brain) for precision when performing work-related tasks, regardless of their size or importance, is known as “attention to detail”. [Employees with strong attention](https://traqq.com/blog/attention-to-detail-why-it-matters-at-work/) to detail skills can increase their productivity, efficiency, and performance at work. Companies naturally seek these qualities in candidates because they make them more effective in their jobs and reduce the chances of mistakes. Mistakes can equate to bigger expenses, miscommunication, and sometimes even life and death (medical sector, for example). Both public and private sectors dedicate significant resources to these often preventable mistakes. How can these mistakes be prevented? One option is pre-employment tests, which are [being utilized by the companies](https://www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/?sh=4777cbd62606) to screen for candidates’ attention to detail ability. Read on to learn more about: - [The Role of Attention to Detail Tests](#role1) - [How to Measure Attention to Detail](#how-to-measure) - [Clerical Workers in the Public Sector and Attention to Detail](#clerical-workers) - [Which Jobs Require Attention to Detail the Most](#which-jobs) ## The Role of Attention to Detail Tests When the term “attention to detail” is mentioned, most people think of it in its broadest sense. Being punctual, not making mistakes on a resume or cover letter, being attentive in a conversation by actively listening to your partner, avoiding multitasking, and more. Although these examples of attention to detail are valid in a personal context, a more narrow use that businesses in the public and private sector utilize is the capacity to check for errors, cross-reference information, compare various strings of information, and more. Although attention to detail is a skill mostly deemed necessary for clerical and administrative positions, these abilities should [not be overlooked](https://www.thebalancecareers.com/clerical-skills-list-and-examples-4148486) as they are equally applicable to most other positions. Minor clerical errors (such as dropped commas or a simple misspelling) might result in lost money or embarrassment for the firm and potential loss of clients. Each year, businesses lose [billions of dollars](https://www.inc.com/don-charlton/this-invisible-problem-is-costing-employers-500-billion-per-year.html) in lost productivity and missed opportunities due to poor hiring practices, such as the lack of pre-employment testing. It is projected that when there is a hiring mistake, the total cost for the business can amount to [5-20 times](https://talentpartnersinc.com/cost-of-a-mishire/) the annual salary for the position in question. As a consequence, businesses strive to manage their costs. Pre-employment tests, by testing attention to detail, reduce turnover, boost team satisfaction, and reduce training time. Although attention to detail can be learned and [improved](https://www.glassdoor.com/blog/guide/attention-to-detail/), hiring managers would be wise to save time and money by hiring the finest prospects from the beginning. ## How to Measure Attention to Detail Pre-employment testing has made it possible to determine which individuals have the skills and knowledge required to succeed in a company, much earlier in the recruiting process. Attention to detail tests are ideal for any office job that requires precise management of minute details. According to the U.S. Department of Labor, attention to detail is necessary for [a myriad of different positions](https://www.onetonline.org/find/quick?s=attention+to+detail) such as customer service representatives, nurse practitioners, aviation inspectors, inventory clerks, and others. Common responsibilities include analyzing numbers/email addresses for accuracy, discovering grammatical or spelling issues in reports, creating a document or email, entering numbers on a spreadsheet or filling out a check request, and more. Competent candidates should be able to demonstrate that they can discover data inconsistencies, spot errors in both their work and others’, and fully and accurately follow instructions. Through a sequence of multiple-choice and fill-in-the-blank questions, candidates should be able to demonstrate their level of attention to detail in real-world scenarios. While not all businesses require all of these abilities in their daily tasks, attention to detail is generally a necessary skill across all industries and government sectors. It might be frustrating to witness newly hired employees’ lack of attention to detail. Basic mistakes like these can make a team appear inept, not only to internal staff but also to clients. Every candidate that is interviewed will claim to be meticulous, but pre-employment tests will reveal exactly what they are capable of. Implementation of pre-employment tests is now easier than ever. With so many solutions available online, hiring managers can conduct these tests over the Internet by simply sharing a link and waiting for the potential new hire to complete it. A process like this streamlines the hiring practice, helps HR teams spot the top talent, reduces hiring mistakes, and saves business resources. ## **Clerical Workers in the Public Sector and Attention to Detail** The benefits of adopting [pre-employment testing](https://employtest.com/tests/) in hiring processes aren’t confined to privately owned businesses. The same is true in the public sector, where government agencies rely heavily on administrative tasks. Clerical employees deal with a large volume of data in the form of spreadsheets, data entry, emails, scheduling, filing official forms and documents, etc. Without attention to detail, clerical workers would easily overlook mistakes. Digitalization and process automation [have solved numerous problems](https://sdata.us/2020/12/22/automated-data-collection-methods-benefits/) and greatly decreased the frequency of attention to detail errors, but they have not totally eliminated them. Because all government institutions are sustained by taxpayer dollars, it’s even more critical that every dollar is used carefully. This emphasizes the need for screening for the appropriate skill set and expertise for any job role that requires meticulousness and attention to detail. Pre-employment attention to detail tests can be beneficial because they save money by preventing hiring mistakes and increasing the productivity and efficiency of public sector personnel. Also, they are quickly implemented and don’t add time to the hiring process – a single test might take no more than 10 minutes for a candidate to complete. ## Minor Errors Have a Big Impact Paying attention to detail is a crucial skill for every professional to have, from grammatical errors that can give the impression of unprofessionalism to inaccuracies in figures and data that can lead to major mistakes. Noticing little things can have a big impact on a business or a team. The attention to detail test [successfully evaluates](https://employtest.com/hrblog/what-is-attention-to-detail) applicants’ abilities to analyze details by presenting candidates with tasks that require them to match or filter information, compare claims, and assess the consistency of information. The test can reveal insights about their alertness by asking candidates to identify mistakes, omissions, or inconsistencies in the material presented. Candidates who perform well on attention to detail tests will be able to process textual and numerical data and arrive at the correct solution, without overlooking subtle nuances that can make a significant difference. If a business wants to find candidates who are thorough in their work and take careful consideration of facts before coming to a conclusion, such a test can be made a part of the hiring process. In addition, this is a great way to check candidates’ overall analytical skills. ## Transformation of the Hiring Process Traditionally, hiring professionals were able to learn more about potential candidates from their resumes and cover letters, and interviews (if those candidates made it past the first selection round). Most job recruiters and hiring managers have seen the phrase “attention to detail” on a resume. Candidates might claim to be “meticulous” and “detail-oriented” but merely using those words at face value can be insufficient and misleading. [According to CNBC](https://www.cnbc.com/2019/08/12/millennials-are-most-likely-to-lie-on-their-resumesheres-why.html), millennials are most likely to lie on their resume to try and stand out from other candidates. Pre-employment tests have been [revolutionizing the hiring process](https://recruitmentjuice.com/blog/how-technology-has-revolutionized-the-recruitment-process/) by making it possible for hiring professionals to get more insight into potential hires and make smarter selections based on unbiased data from screening tools. The value is found in showcasing attention to detail, and then providing particular instances where having this skill helped accomplish important tasks. Because attention to detail and work quality are frequently linked, it is considered a valuable skill that all employees should have. Managers feel more confident about [avoiding hiring mistakes](https://www.forbes.com/sites/thesba/2013/06/28/avoid-these-harmful-hiring-mistakes/) with powerful tools on their side to help them make better decisions based on data, rather than on the interviewer’s impression of a candidate. ## Which Jobs Require Attention to Detail the Most? Attention to detail is a skill that is needed in all sectors and all businesses. To say that one position requires this skill more than another would be faulty logic. For tasks where the repercussions of a mistake are very severe or difficult to correct, attention to detail is a critical need. Pharmacists and nurses, for example, must be extremely careful to ensure that the details and the dosage of medication are precise, as the wrong medicine given at the wrong time might seriously harm a patient. Yet despite that being known, [there have been cases](https://www.hopkinsmedicine.org/news/media/releases/study_suggests_medical_errors_now_third_leading_cause_of_death_in_the_us) where overlooked mistakes had serious consequences. Experts estimate that up to 98,000 individuals die each year as a result of medical mistakes in hospitals. This competence may be necessary for an office or retail setting for people who manage money, sensitive documents, and delicate relations with important clients and government authorities. A personal assistant who misspells a customer’s name or scribbles down a message incorrectly may irritate a key client. ## When the customer realizes their bill has been wrongly calculated – for instance, a billing clerk submitting the invoice as $5000 instead of $500 – it might cause countless hours of drama. A single word (or comma) missed by a lawyer in a hundred-page document can cost a corporation [millions of dollars](https://www.bbc.com/worklife/article/20180723-the-commas-that-cost-companies-millions) or a lost trial case. In fraud detection and financial analysis, spotting minor discrepancies in data is common. Most financial professionals have highly developed attention to detail skills. Many fraud cases start with someone noticing a very minor detail that is out of place, which leads the investigator to a larger problem. If getting the details of a task incorrect costs organization time or money, employees will almost certainly need meticulous attention to detail. ## **Conclusion** Employees who are meticulous in their work can be trusted to work remotely on sensitive projects and assignments. As a result, they are incredibly significant assets for any business or government organization. Employees with strong attention to detail abilities consistently produce extremely accurate and error-free work. Resumes are useful for getting a general idea of candidates’ talents, but according to an article on Inc.com, roughly 85% of candidates [lie](https://www.inc.com/jt-odonnell/staggering-85-of-job-applicants-lying-on-resumes-.html) on their resumes. It’s not enough to just mention terms like “meticulous” and “detail-oriented.” Throughout the hiring process, potential new hires should aim to demonstrate their attention to detail skills, rather than just list them on their resume. [Pre-employment tests](https://employtest.com/) have made it easier for HR professionals to determine which candidates have the required skills for a position they are looking for, regardless of the sector or industry. Avoiding hiring mistakes can reduce hiring costs by 5 to 20 times. This all but guarantees cost control within the company or government agency, as well as saving money on any mistakes made by new hires who lack attention to detail. [EmployTest ](https://employtest.com/)specializes in creating [pre-employment assessments](https://employtest.com/pre-employment-test-sample/) to help organizations identify top talent in their hiring pool – [try a free sample of our attention to detail test](https://employtest.com/attention-to-detail-test/) to learn more about our process. ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** attention to detail test, pre-employment testing --- ### [Legal Staffing 101: Types, Skills, How to Test](https://employtest.com/hrblog/legal-staffing-types-skills-how-to-test/) **Published:** October 7, 2024 **Author:** Ken Crowell **Content:** Reading Time: 8 minutes If you’re an HR manager or recruiter, you know the pressure of finding top talent in a field where precision and expertise are essential. The legal landscape is more complex than ever, with companies needing professionals who understand the law and can navigate its constant changes. Your role is critical in building teams that can tackle these challenges. You’re not just filling a seat; you’re searching for someone who can bring value, start strong, and keep your company on the right side of the law. Whether it’s a paralegal with corporate law expertise, a legal analyst who can carefully examine data, or a document reviewer who misses nothing, the demand for skilled legal professionals is high. But, finding qualified candidates is tough, especially with a significant shortage in the market. Recent data shows that the legal industry is facing labor shortages, with [nearly half of job vacancies](https://ikshealth.com/labor-shortages-plague-the-legal-industry/#:~:text=Out%20of%20the%20gap%20created%2C%20only%2044%25%20of%20job%20vacancies%20have%20the%20potential%20of%20being%20filled%2C%20due%20to%20the%20knowledge%20required%20to%20operate%20effectively%20in%20the%20legal%20industry.%20There%20are%20so%20many%20jobs%2C%20but%20not%20enough%20qualified%20people%20to%20fill%20them.) remaining unfilled due to the specialized knowledge required. This scarcity means you need a strategic and creative approach to legal staffing, focusing on attention to detail, critical thinking, and specialized knowledge to find the right fit for your team. This guide will help you learn about the different types of roles, the must-have skills for success, and the best methods for legal skills assessment during the hiring process. --- **Jump to a Section:** - [What is Legal Staffing?](#what-is-legal-staffing "What is Legal Staffing?") - [6 Types of Legal Roles](#types-of-legal-roles "6 Types of Legal Roles") - [5 Essential Skills for Legal Professionals](http://essential-skills-for-legal-professionals) - [How to Test Legal Skills in the Hiring Process](#how-to-test-legal-skills-in-the-hiring-process) - [Best Practices in Legal Staffing](#best-practices-in-legal-staffing) --- ## **What is Legal Staffing?** Legal staffing refers to recruiting, hiring, and managing legal support professionals such as paralegals, administrative assistants, and other legal support staff for law firms or corporate legal departments. The goal is to make sure organizations have the proper support to handle challenging tasks, maintain compliance, and effectively manage risks. ### **Purposes of legal staffing** Hiring the right legal professionals helps companies identify and mitigate potential legal risks before they become big problems. For example, an experienced compliance officer can prevent costly fines. A well-staffed legal team also makes operations, such as contract review and litigation support, more efficient, which is especially important in industries like finance and healthcare. With the right legal staff, companies can handle more tasks in-house, reducing the need for expensive outside counsel and saving money. ## 6 **Types of Legal Roles** Legal roles include a variety of positions that support the functioning of law firms, corporate legal departments, and other organizations requiring their expertise. Some of these jobs are: ### **1. Legal assistants** Legal assistants support legal teams by handling tasks like scheduling, managing correspondence, and preparing legal documents. They keep case files organized, assist with trial prep, and manage documents. To do well in this role, [legal assistants](https://employtest.com/hrblog/skills-you-should-look-for-when-hiring-a-legal-secretary/) must be highly organized, understand legal terms, and be capable of multitasking in a fast-paced environment. For instance, they might prepare a court filing while keeping an attorney’s calendar, which requires precise attention to detail and time management skills. ### **2. Administrative assistants** An administrative assistant in a legal office manages general office tasks to maintain smooth operations. Unlike legal assistants, who focus on case-related work like legal research and document preparation, administrative assistants handle daily functions. Their duties include answering phones, managing office supplies, coordinating meetings, and addressing client inquiries. They also help maintain records and facilitate communication within the legal team. To succeed, administrative assistants need strong organizational skills, proficiency in software like Microsoft Office, and the ability to multitask effectively. While legal assistants focus on case management, administrative assistants serve as the backbone for keeping the office running smoothly. ### **3. Paralegals** [Paralegals](https://employtest.com/hrblog/paralegal-skills-assessment/) play a vital role in helping lawyers with tasks like legal research, drafting documents, and communicating with clients. They prepare important papers like pleadings and contracts and assist with trial preparation. To succeed, paralegals need to understand legal procedures well, have excellent research skills, and clearly communicate. The demand for paralegals is rising, with [job growth expected to increase by 4% from 2022 to 2032](https://www.bls.gov/ooh/legal/paralegals-and-legal-assistants.htm), reflecting how much legal practices depend on their support. ### **4. Legal analysts** Legal analysts specialize in interpreting and applying legal information to assist decision-making. They analyze legal data, review contracts, and assess the impact of new laws and regulations on a company’s operations. Legal analysts need strong analytical skills, legal knowledge, and attention to detail to identify risks and provide useful advice. For instance, they might evaluate how a new tax law affects a corporation’s financial strategy, requiring both legal expertise and critical thinking. ### **5. Document reviewers** Document reviewers are responsible for managing and reviewing large volumes of legal documents, often in the context of litigation or regulatory compliance. Their tasks include identifying relevant information, guaranteeing confidentiality, and verifying the accuracy of documents. Precision and a strong grasp of legal issues are essential because even minor errors can lead to serious legal problems. Document reviewers must also uphold strict confidentiality, especially when dealing with sensitive information during lawsuit discovery. ### **6. Compliance officers** Compliance officers make sure that organizations adhere to all relevant laws and regulations. They develop and implement policies to prevent legal issues, conduct audits, and provide training to employees on compliance matters. Compliance officers need a solid understanding of regulations and excellent communication skills because they work with various departments to confirm the company follows legal standards. This role is especially important in industries like pharmaceutical and telecommunications, where regulations are strict. For example, a compliance officer can make sure that a company’s practices align with new data protection laws to avoid legal penalties. ## **5 Essential Skills for Legal Professionals** Having the right skills is crucial for legal administrative support professionals to work efficiently and reduce errors that could lead to serious legal problems. Some of them include: ![How To Effectively Use A Pre Employment Accounting Test For Hiring](https://employtest.com/wp-content/uploads/2024/10/Pillar4_Rev_Info5_How-To-Effectively-Use-a-Pre-Employment-Accounting-Test-for-Hiring.jpg) ### **1. Attention to detail** Legal documents like contracts, wills, and court filings must be error-free. Even a small mistake, like a missed comma or incorrect date, can change the meaning and cause legal issues or unenforceable agreements. Accuracy and trust are the cornerstones of the legal profession. Consistent attention to detail enhances a legal practitioner’s reliability and competence. To test this skill, consider using an [attention-to-detail test](https://employtest.com/attention-to-detail-test/) that checks a candidate’s ability to spot mistakes in text and data and assess their [reading comprehension](https://employtest.com/hrblog/why-reading-comprehension-skills-in-applicants-are-important/). ### **2. Microsoft Office skills** Legal professionals need proficiency in Microsoft Word and Outlook to draft documents, manage communications, and organize schedules. Expertise in Word allows for efficient document preparation, while Outlook helps handle the high volume of emails and calendar events typical in legal work. Practical legal skills assessment tests can evaluate these abilities by checking how well candidates format documents, create templates, and manage email workflows. ### **3. Legal terminology knowledge** A strong understanding of legal terminology is fundamental for all legal roles, from paralegals to administrative assistants. Legal support professionals must accurately interpret and use specialized language in documents, communications, and other legal contexts. To see if your candidates have this knowledge during the hiring process, consider using tests focusing on recognizing and correctly applying legal terms. This method confirms that candidates are familiar with the terminology and can appropriately apply it in various contexts. ### **4. Critical thinking** Critical thinking is vital for legal professionals to analyze issues, develop strategies, and make sound decisions under pressure. They often encounter difficult cases that require evaluating information from different perspectives and anticipating challenges. You can assess a candidate’s critical thinking skills using case studies or hypothetical scenarios where they explain their thought processes, identify potential risks, and propose strategic solutions. Another option to measure these skills is implementing cognitive skills tests. ### **5. Communication skills** Legal support professionals must explain complex concepts to clients, effectively communicate with colleagues, and uphold accuracy in legal documentation. Strong verbal and written communication skills are vital because they often draft documents, coordinate with team members, and assist in managing correspondence. To assess these skills during hiring, use practical tasks like drafting sample communications or reviewing documents for clarity. Other option would be grammar or spelling tests. These tasks allow candidates to show their ability to clearly and accurately convey information. ## **How to Test Legal Skills in the Hiring Process** Now that you know the skills you can test for, the question is how. Here are some of the methods to give a legal skills test. ![How To Effectively Use A Pre Employment Accounting Test For Hiring Copy 1](https://employtest.com/wp-content/uploads/2024/10/Pillar4_Rev_Info5_How-To-Effectively-Use-a-Pre-Employment-Accounting-Test-for-Hiring-copy-1.jpg) ### **1. Conduct relevant assessments** A legal office skills test evaluates key areas such as attention to detail, typing, spelling, and grammar. This test provides objective insights into candidates’ capabilities, which can lead to better hiring success. Companies that use these assessments report that they are [24% more likely](https://www.aberdeen.com/blogposts/the-pros-and-cons-of-pre-employment-screenings/) to hire candidates who exceed expectations, making these tests a crucial step in the recruitment process. ### **2. Evaluate technical proficiency** As technology changes the legal field, it’s increasingly important to assess candidates’ technical skills with tools unique to the industry. Legal professionals must be adept not only at using Microsoft Office but also at using specialized tools like e-discovery platforms and case management software. To evaluate these skills, use a Microsoft Office test, such as the ones EmployTest offers, along with assignments that mimic real work situations. For example, have candidates manage a case file or draft a legal document. Provide scenarios where they must use specific software, allowing you to observe their performance in a controlled environment. ### **3. Verify legal research skills** Legal research requires both a strong understanding of legal concepts and terminology and the ability to navigate online databases. Assigning tasks that involve locating and interpreting case law, statutes, and regulations helps evaluate candidates’ ability to sift through large volumes of information to find precise citations. These skills are important for supporting legal teams by providing accurate information and guaranteeing that your team can effectively manage legal matters, such as those involving copyright or fair use laws related to intellectual property. ### **4. Use structured interviews** Structured interviews provide a consistent framework for evaluating candidates’ problem-solving abilities, legal reasoning, and cultural fit. Using standardized questions and scenarios, employers can compare candidates and predict their job performance. This method helps identify those with critical thinking and judgment required for success in the legal firm. But, it’s important to pair structured interviews with skills assessment tests. These tests offer objective evaluations based on actual performance, delivering more informed hiring decisions beyond just interview responses. ### **5. Assess soft skills** Soft skills, such as communication, teamwork, adaptability, and emotional intelligence, are just as critical as technical abilities in the legal profession. Assessing these skills during hiring helps find candidates who fit in with the company culture and can work well with others. Ask about past experiences that show their soft skills and present hypothetical scenarios to assess their decision-making and problem-solving abilities, such as, “Can you provide an example of a time you worked as part of a team to achieve a goal?” Employers who focus on assessing soft skills often experience higher employee satisfaction and retention, making this evaluation a vital part of the hiring process. ## **Best Practices in Legal Staffing** Here are different ways to make hiring for legal staffing easier for your company: ### **Clearly define job requirements** Outline specific qualifications, experience, and skills required for the role to be sure that applicants understand the expectations and fit the position’s needs. For instance, if hiring a legal assistant, specify the need for expertise in legal research, document preparation, and prior experience in supporting attorneys or legal teams. ### **Conduct thorough background checks** Comprehensive background checks are crucial for verifying potential hires’ credentials, work experience, and references. This step helps confirm that applicants have the qualifications they claim and are trustworthy. [Checking references](https://employtest.com/hrblog/reference-check-questions/) can uncover valuable insights into a candidate’s past performance and reliability. ### **Leverage technology and data** Employing specialized [legal skills tests](https://employtest.com/legal-office-skills-testing/) for administrative professionals can enhance the hiring process. Online platforms allow candidates to remotely complete tests, speeding up scheduling and assessment. With technology’s ability to instantly collect data and score candidates, hiring teams can evaluate performance and make informed decisions more quickly. Tests that assess attention to detail, legal terminology knowledge, and technical proficiency certify that candidates have the practical skills needed for the role. ### **Foster an inclusive hiring process** Establish a structured interviewing process with clear criteria for evaluating candidates’ legal reasoning, expertise, and soft skills. For maximum fairness, ask all candidates for the same position the same questions. You can also form diverse interview panels that include people from various backgrounds in the legal field. This approach reduces bias and provides different perspectives on a candidate’s fit for the team. ### **Provide straightforward onboarding and training** To quickly help new employees become productive, provide comprehensive training on company policies, legal procedures, and job-specific tasks. Include essential topics like legal ethics, professional conduct, and confidentiality to establish compliance with industry standards. Introduce them to the judicial system, filing requirements, and preparation for hearings and trials relevant to their roles. A structured onboarding process can help new paralegals, legal assistants, or legal clerks efficiently understand their roles and responsibilities within the firm. ## **Build a Winning Legal Team** A strategic approach to legal staffing is crucial for assembling a high-performing legal team. By clearly defining job requirements, conducting thorough background checks, and using [skills assessment tests](https://www.employtest.com/), you can make informed hiring decisions that strengthen your organization. Build a strong legal team that meets your company’s needs. With EmployTest’s skills assessment tests, you can find candidates with the right skills for the job, including a solid understanding of the law, critical thinking, and attention to detail. Transform your recruitment process today—[request a demo](https://calendly.com/employtest-sales/test-talk) of our easy-to-use testing platform! ![author avatar](https://employtest.com/wp-content/uploads/2024/11/ken_crowell.jpg) Ken Crowell Director of Sales Pre-employment testing MS Office Tests Computer Skills Tests Human Resources Attention to Detail Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** employment tests --- ### [5 Examples of Recruitment KPIs (+ Tips to Track Hiring Success)](https://employtest.com/hrblog/examples-of-recruitment-kpis-and-tips-to-track-hiring-success/) **Published:** November 6, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Like any business process, constant improvement should be one of your recruitment goals. But how do you make sure your enhancements are working as intended? The solution is to track **recruitment key performance indicators (KPIs)**, which can show areas for improvement. If you notice it’s taking longer to fill positions, it could be a sign to speed up your hiring process. Otherwise, your company might suffer. In other words, hiring KPIs are crucial because they also affect areas like productivity and company growth. Did you know that bad hires cost [up to 30%](https://www.business.com/articles/cost-of-a-bad-hire/) of their first-year earnings? So, track every necessary KPI for your recruitment process’ improvement. Doing so lets you reduce costs, make better hiring choices, and improve the quality of new talent. Let’s go over everything to know about KPIs, from HR recruitment KPI examples to how to improve them. ![Business woman employer holding resume hiring recruit looking cv resume](https://employtest.com/wp-content/uploads/2024/11/shutterstock_2499439341.jpg) ## **What Are Recruitment KPIs?** Recruitment KPIs track and analyze your hiring process’ effectiveness. They help you understand your hiring efforts’ performance by keeping tabs on areas like time to hire and cost per hire. By measuring these points, you’ll find aspects to improve and get the best people for your team. KPIs offer insights into your recruitment process’ quality and efficiency. By measuring how long it takes to fill a role, you can assess your hiring speed. Tracking talent quality helps make sure you’re attracting candidates who can perform well *and* stay longer. Balancing these two metrics can achieve better hiring outcomes. [Pre-employment tests](https://employtest.com/hrblog/skills-assessment-test-for-pre-employment-advantages-types-examples/) enhance your talent acquisition KPIs. For instance, EmployTest speeds up your hiring process and improves candidate quality by filtering out unqualified applicants from the start, allowing you to make successful hires faster. ## **5 Examples of Recruitment KPIs to Track** Let’s look at some recruitment KPI samples for you to stay on top of. These figures will give you a clear picture of how to improve your hiring process. ![examples of recruitment kpis to track](https://employtest.com/wp-content/uploads/2024/11/REV-EmployTest-Mini-Infographic-Blog26-DR20240607-1.jpg) ### **1. Time to hire** “Time to hire” tracks how long it takes to fill a job from posting to hire. A shorter time means quicker onboarding. To better [improve your time to hire](https://employtest.com/hrblog/how-to-reduce-time-to-hire/), you can use pre-employment tests. By implementing these tests to filter candidates based on skills and competencies, you focus only on the most qualified, reducing the time spent on unfit candidates. ### **2. Cost per hire** [Cost per hire](https://employtest.com/hrblog/cost-per-hire/) is how much you spend to hire someone. It includes advertising costs, recruiter salaries, and tools expenses. Calculate it by dividing your recruitment efforts’ cost by the number of hires. You may lower this by using cheaper ads or using pre-employment tests to reduce costly interviews. ### **3. Application completion rate** This talent acquisition KPI example shows how many candidates start *and* finish your hiring process. It doesn’t matter if you accept them or not. The point is to show off how seamless and engaging your hiring process is. Let’s say your completion rate is low. Simplifying your forms and removing unnecessary steps could help applicants finish. ### **4. Offer acceptance rate** This metric shows how many candidates accept your job offer. It tells you how much your offer aligns with candidates’ expectations. Boost your acceptance rate by checking that your salary and benefits are up to par with [industry standards](https://www.bls.gov/charts/employment-situation/employment-and-average-weekly-earnings-by-industry-bubble.htm). It also helps to promote a good candidate experience throughout the process. ### **5. Net promoter score (NPS)** NPS considers how likely candidates are to refer your company to others based on their hiring experience. You may ask candidates to rate it on a scale from 0 to 10 during onboarding. Improving this metric involves making sure they have a positive experience, regardless of whether they get the job or not. Be transparent, communicate well, and receive constructive feedback whenever possible. ## **6 Tips to Track and Improve Recruitment KPIs** Knowing the most common examples of KPIs for recruitment isn’t enough. It’s essential to be strategic to improve your metrics, so consider practicing these tips. ![Business woman discussing with colleagues in the office job interview](https://employtest.com/wp-content/uploads/2024/11/shutterstock_2308132297.jpg) ### **1. Regularly review and analyze metrics** Consistent reviews and revisions spot areas that need improvement. Periodically check your KPI data to identify trends and issues. Set clear goals for each metric, such as wanting to speed up your hiring process. For example, if you’re looking to reduce time-to-hire, focus on eliminating [delays](https://employtest.com/hrblog/recruitment-challenges-and-solutions/) to enhance efficiency. ### **2. Take into consideration feedback from candidates and hiring managers** Gather feedback through surveys or interviews to understand how candidates and HR view the process. Aligning your practices with their expectations and company needs could lead to better outcomes. For example, improving communication can boost your acceptance rate and NPS. ### **3. Align recruitment metrics with business goals** Recruitment KPIs should support your business goals, whether it’s growing a team or filling specialized roles. Need to increase the number of [computer-literate hires](https://employtest.com/hrblog/basic-computer-skills-assessment-why-what-and-how-to-test/)? Consider using pre-employment tests. To improve retention, try to hire candidates with a stronger cultural fit and/or provide job previews so the candidate will understand what the job actually entails. ### **4. Establish clear KPI definitions and benchmarks** Everyone in the [recruitment team](https://employtest.com/hrblog/how-to-build-a-winning-recruitment-team/) should understand what every KPI means and how to measure it. For example, cost per hire should include all stages and expenses, whether minimal. Also, regularly [compare your performance with competitors](https://www.indeed.com/recruitment/c/info/how-to-conduct-competitive-research-when-hiring) to see where you stand. ### **5. Conduct post-hire evaluations** Check whether your new hires perform well and fit into the company culture. Doing so can help you evaluate KPIs like quality of hire and turnover rate. You could also have managers give feedback on new hires to see if they meet performance expectations. ### **6. Review job descriptions** Verify that your job descriptions are clear and concise and accurately describe the role and your company culture. If there are changes, remember to update them ASAP. These efforts will help attract the right talent and help you hire qualified candidates faster. ## **Strengthen Your Recruitment Processes!** Tracking recruitment KPIs is crucial to optimizing your hiring process. This helps you attract better candidates and supports your company’s long-term growth. In the end, you’ll create a stronger, more capable team that drives your organization to the next level. Include a [pre-employment assessment test](https://www.employtest.com/) to speed up hiring and improve the quality of your hires. We’ve got your back—EmployTest offers a variety of tests to help you find the right candidates. Boost your hiring strategy with expert tips by reading our [comprehensive planning guide](https://employtest.com/helpful-tools/) today! --- ### [Passive Recruiting: How to Assess + Attract the Best Candidates](https://employtest.com/hrblog/passive-recruiting-how-to-assess-and-attract-the-best-candidates/) **Published:** November 22, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Did you know that [only 30% of people](https://hub.jobtrain.co.uk/blog/what-are-passive-candidates) are actively looking for a job? The rest are passive candidates. These are talented people who aren’t scrolling job boards or sending out résumés, but they might be open to a great opportunity if it comes their way. They’re often perfect for [hard-to-fill positions](https://employtest.com/hrblog/top-recruiting-strategies-for-hard-to-fill-positions/). Passive recruiting helps you find skilled professionals who aren’t just looking for a paycheck. These candidates often bring fresh ideas, new skills, and proven success to your company. So, how do you get their attention? And how can you tell if they’re the right fit when they’re not actively job hunting? ## **What is Passive Recruiting?** Passive recruiting is finding and reaching out to potential job candidates who aren’t actively looking for new jobs. It’s about building relationships and sharing opportunities that might interest them. This is often done through networking, referrals, or targeted outreach on platforms like LinkedIn. Big accounting and legal companies like Deloitte and Baker McKenzie [use passive recruiting](https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2014/hc-trends-2014-talent-acquisition.html) to hire top professionals, such as skilled auditors or experienced corporate lawyers. They connect with high-level candidates before they start job hunting, helping these companies build strong teams and stay competitive. ### **Why passive candidates matter** Passive candidates are valuable because they’re often highly skilled and experienced workers who can add a lot of value to any team. Since they’re not actively searching for jobs, there’s less competition to hire them, giving you a better chance to secure top talent. Because passive candidates make up most of the potential workforce, the talent pool is much larger—if you know how to access it. ![Happy middle aged business woman hr talking to recruit](https://employtest.com/wp-content/uploads/2024/11/shutterstock_2454482081.jpg) ## **5 Best Practices for Attracting Passive Candidates** Here are some tips to attract top talent and make your company stand out, even to people who aren’t actively looking for a job: ### **1. Build a strong employer brand** Your company’s brand is the first thing people will hear about before they see any job listings. It’s a fantastic way to share your mission and values and catch the attention of candidates who are passively looking for a job. Make sure to post success stories, behind-the-scenes glimpses of your workplace, and employee testimonials on social media and your website. Companies with a solid reputation can reduce hiring costs by [up to 50%](https://www.linkedin.com/pulse/continued-importance-employer-branding-alex-charraudeau)! ### **2. Leverage current employee referrals** Referrals are a proven method for finding passive job candidates. Encourage your employees to use their networks by promoting a referral program. Hires from referrals often get started [25% faster](https://www.jobvite.com/blog/4-reasons-to-invest-in-employee-referrals/) and tend to stay at the company. Offer rewards like referral bonuses or public recognition to motivate your team to make strong recommendations. ### **3. Use targeted content marketing** Content marketing can attract passive job seekers just like it attracts customers. Share relevant industry news, company updates, and employee success stories that highlight your company’s strengths. You can post blog articles, videos, or newsletters that show your company as an innovative place to work. This content creates a positive image, encouraging top professionals to consider joining your team in the future. ### **4. Offer flexible work arrangements** Flexibility is a big draw for passive candidates, especially today. Studies found that [80% of employees](https://www.forbes.com/sites/carolinecastrillon/2022/03/23/why-flexible-work-boosts-employee-productivity/) prefer companies offering remote work, hybrid options, or flexible hours. Be sure to highlight these benefits in your job listings and show how your company supports a healthy work-life balance. Share examples of employees who work from different locations or adjust their hours to manage family responsibilities. ### **5. Create a talent community** Building a talent community helps keep passive candidates interested and your company in their minds. Invite them to join a network where they can get updates, job openings, and helpful resources related to their industry. Host virtual events like webinars on trending topics or casual Q&A sessions with your team. These efforts build a strong connection, making it easier to source passive candidates when they’re ready to make a move. ## **How to Assess Passive Candidates** Effectively assessing passive talent can help you find the people who would do best in your openings. Here are some practical methods to make sure you’re identifying the best fit for your team: ### **1. Evaluate their professional experience** Start by reviewing their LinkedIn profiles, portfolios, or any work they’ve published. This search can help you understand their past accomplishments and the impact they’ve made in previous jobs. Look for signs of growth in their career. Have they taken on more responsibility over time? Have their skills improved? For example, if they went from junior roles to leading major projects, it shows they are ambitious and capable. Checking work samples can also give you a good idea of their skills and strengths. ![human resource management recruitment resources](https://employtest.com/wp-content/uploads/2024/11/shutterstock_2453343319.jpg) ### **2. Assess their hard skills** While it’s important to look at their work experience, don’t forget to check their practical skills. EmployTest offers different tests to measure specific abilities, like [accounting](https://employtest.com/pre-employment-accounting-test/) or [paralegal knowledge](https://employtest.com/legal-office-skills-testing/). These tests help you focus on real skills instead of just relying on résumés or degrees. More companies now care about hard skills over traditional qualifications. Doing an initial test can show if a candidate has the skills you need before offering them the job. ### **3. Use soft skills assessments** Soft skills are crucial for roles that require collaboration and leadership. You can use EmployTest’s [emotional intelligence](https://employtest.com/emotional-intelligence-profile-for-applicants/) or [management aptitude test](https://employtest.com/management-aptitude-test/)s to see how well they communicate and work with others. For example, if you’re hiring a project manager, you’ll want someone who can motivate teams and handle conflicts well. Testing emotional intelligence can help you understand how well a candidate will fit in with your team and adapt to your company culture. ### **4. Conduct informal interviews** Instead of starting with a formal [behavioral interview](https://employtest.com/hrblog/behavioral-interview-tips/), try having a casual conversation first to learn about their goals and interests. Focus on their career dreams, not just the job they’re applying for. This relaxed approach can give you a better sense of their values and if they’ll fit in with your company culture. For instance, if they’re passionate about sustainable projects and your company values eco-friendly practices, this could be a perfect match. ### **5. Request feedback from mutual connections** Reach out to people in your professional network who have worked with the candidate before. Peers, former colleagues, or industry contacts can share helpful details about their performance and work ethic. This method can help confirm information on their résumé or uncover additional qualities, like their problem-solving skills or how they handle pressure. ## **Stay Active to Attract the Passive** Remember, most top candidates aren’t actively looking for a job, but they’re open to the right opportunity. Passive recruiting is a tool you need to use when searching for the best talent. By using these strategies, you can create long-term connections and find exceptional candidates. As the competition for skilled professionals heats up, adding passive recruiting to your hiring process will keep you ahead of the game. If you’re ready to become active in your passive recruiting, check out the [pre-employment assessment tests](https://www.employtest.com/) EmployTest offers. [Book a 15 minute chat](https://calendly.com/employtest-sales/test-talk) today with our expert team to learn more! --- ### [How to Make a Cognitive Ability Test a Part of Your Hiring Process](https://employtest.com/hrblog/how-to-make-a-cognitive-ability-test-a-part-of-your-hiring-process/) **Published:** September 19, 2021 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes The average turnover rate across all industries is approximately 18 percent. That’s a significant number of hiring mistakes and is tremendously expensive and time-consuming for the companies tasked with finding replacement employees. There are methods to avoid this expense and using pre-employment tests, such as cognitive ability tests, will increase your chances of hiring success the first time. Although the benefits of their usage have been seemingly well established, some companies have historically avoided using cognitive tests for several reasons. First, they may be unfamiliar with the use of pre-employment tests in general. After all, pre-hire tests have occasionally been viewed as an unnecessary step that would increase the time-to-hire, at the risk of making the candidate less interested. Then there’s also the additional expense of the tests, which will add to the hiring budget. However, with the ease of online testing and per test pricing, it’s a mistake to miss the opportunity that it provides. The key is to make sure the tests are job-relevant while keeping each test “in its own lane” as part of the broader [hiring process](https://employtest.com/videos/3-steps-to-improve-your-hiring-process/). ## What Will a Basic Cognitive Test Show? A basic cognitive test can be [similar to an IQ test](https://www.verywellmind.com/how-are-scores-on-iq-tests-calculated-2795584#:~:text=An%20IQ%20test%20is%20an,most%20commonly%20administered%20psychological%20tests.). It measures the abilities of a candidate to solve problems and to adapt to a new environment. The resulting data is useful information for an employer as it’s a predictor of how well a new hire will perform on the job. Cognitive tests can also demonstrate what kind of aptitude a candidate shows. One benefit of this knowledge is that it further helps the company set up career paths for their new employees, beginning on the first day of employment. According to a [survey done by The Harris Poll for Instructure](https://www.businessnewsdaily.com/15085-disconnect-employee-development.html) at least 70 percent of employees plan to leave the company if they aren’t provided opportunities to learn on the job. ## A Standard Cognitive Test Isn’t Everything This isn’t to say that a standard cognitive test should be the only basis for hiring new employees. The [hiring decision](https://employtest.com/videos/make-smarter-hiring-decisions/) should be based on multiple factors included in the recruitment process. Referrals, interviews, and internships still need to be a part of the plan. You could use the cognitive ability test as an additional, objective data point to zero in on the best candidate. ## How Can We Ensure the Tests Are Job Relevant? There’s a variety of aptitude tests out there, measuring different abilities and different types of cognitive tools. It’s important to choose the right test for the job role you’re looking to fill. As a first step, you should start by examining what the position entails and what skills and abilities a new employee needs to excel on the job. One option is to have an HR administrator survey current staff working on the same or similar positions and get their insight as to what makes a good job candidate. The test content should be related to the open job. It’s best to test for a critical skill without which a candidate wouldn’t be able to perform. For instance, if you’re hiring a consultant, you should look for the ability to make assumptions and recommendations based on a data set, which is often incomplete. On the other hand, a test that measures spatial ability won’t predict how well a candidate would perform as a consultant. Those spatial skills however are essential when hiring an engineer. By applying common sense and relying on feedback from your employees, you can select a test that will help spot the right candidates (and eliminate the less skilled ones). ## Setting Up the Testing Process Set up ground rules on how tests will be administered. These rules will ensure both candidates and test administrators are very comfortable with the process. You should disclose that a cognitive test will be administered and that the results will factor into the hiring decision. This will allow candidates to mentally prepare to perform at their best. As many as [30 percent of hires](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/employee-referrals-remains-top-source-hires.aspx) are based on employee referrals across all industries, so you’ll want the testing process, as well as the hiring process as a whole, to be a positive experience for each candidate. Repeated bad experiences can put an end to the employee referrals of possible candidates. ## What Kind of Cognitive Ability Tests for Employment Should Be Used? There are different types of cognitive ability tests available for talent acquisition teams, each measuring a different type of ability. While all positions won’t likely require the same type of test, each applicant for the same job should take the same test. As an example, a mathematical reasoning test could be an option when hiring for accounting-related roles. On the other hand, a spatial intelligence test will be better suited for hiring an interior designer or an engineer. For more detail on this topic, read our previous article: “[Which Cognitive Ability Test to Use and Why](/hrblog/which-cognitive-ability-test-to-use-and-why)“. ## Follow Up with Performance Reviews An HR team needs to set up performance reviews to check up on employees periodically. These reviews will provide feedback on how the employee is doing on the job. This can also include a measure of teamwork, to examine if the new hire is working in tandem with other employees. Reviews can be submitted by both a supervisor/manager and co-workers, which provides a 360-degree view of the employee’s work. You’ll then want to compare these performance reviews with the results of the cognitive ability tests. Doing so will show you how predictive the test is of the employee’s performance. This key step is often overlooked but it’s critical to make sure the investment in cognitive tests (or any pre-employment test) is worthwhile. ## To Sum Up A cognitive ability test should be included as part of the hiring process of most companies. It’s an inexpensive tool that will reduce hiring mistakes and increase retention. There are different types of cognitive tests and the one used should match the requirements of the job position. You should also periodically evaluate the use of any pre-hire test to ensure that the results align with the job performance of the employees that completed it during the hiring process. Cognitive tests are an important tool that will help talent acquisition teams make smarter hiring decisions. EmployTest’s offer includes a variety of cognitive and reasoning assessment tests – [check out a free sample](https://employtest.com/cognitive-skills-test) to learn more about our testing process. **Blog Categories:** Cognitive Ability Test, pre-employment testing --- ### [Which Cognitive Ability Test to Use and Why?](https://employtest.com/hrblog/which-cognitive-ability-test-to-use-and-why/) **Published:** September 14, 2021 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Testing for cognitive ability should be an integral step of your recruitment process. It’s a method for your HR team to identify the best applicants for the job from a wide pool of potential employees. As any manager knows, spotting the top applicant is an immensely difficult task, but it may be just about the most important task that an organization does. However, there’s a variety of cognitive ability tests available to help with this process, but it’s important to choose the right one based on the position you’re hiring for. Different skills and abilities are suited to particular jobs and it’s important to select the right type of cognitive test. In this article, we discuss: - [Types of Cognitive Tests Available](#types-of-cognitive-tests) - [Testing Attention to Detail](#attention-to-detail) - [Testing Problem Solving Abilities](#problem-solving) - [Testing Critical Thinking](#critical-thinking) - [Testing Numerical Reasoning](#numerical-reasoning) - [Testing Reading Comprehension](#reading-comprehension) - [Testing Spatial Reasoning](#spatial-reasoning) - [How to Use the Test Results](#how-to-use-test-results) ## **How Important is General Cognitive Ability for Employment Success?** There are tests that measure general cognitive ability and provide an overview of various job roles that a candidate is suited for. But those tests are usually too broadly designed to help you with hiring for a specific position. When it comes to measuring a more specific [set of skills](/hrblog/us-federal-government-to-hire-based-on-skills-not-education-level), it’s important to use cognitive ability tests that map as closely as possible to the different job positions that you are hiring for. ## **Types of Cognitive Ability** Since the 1980s, psychologists have argued that there’s no one single type of intelligence or cognitive ability. Instead, it’s a spectrum of abilities that make up overall intelligence. Howard Gardner, in his famous work Frames of Mind: The Theory of Multiple Intelligences proposes that intelligence can be divided into 8 different subtypes: - Verbal-linguistic - Logical-mathematical - Visual-spatial - Musical-rhythmic - Bodily-kinesthetic - Interpersonal - Intrapersonal - Naturalistic Based on this research, different types of cognitive tests correspond to many of these intelligence types, which can contribute to cognitive diversity. ## **What Types of Cognitive Tests Are Available?** The type of test that your HR team selects should reflect the actual tasks that the employee will be performing. Based on the skills required in the job description, here are several options: - Reading comprehension tests evaluate reading, processing, and information recalling ability that the candidate obtains through written text. - [Verbal reasoning](https://www.ets.org/research/design-development-analysis.html) requires the potential candidate to find the logical connection between the terms based on a written text. - Spatial reasoning asks the candidates to analyze 2D and 3D objects and the space between them (and how those objects relate to one another). - Problem-solving evaluates how candidates can define a problem and find a solution, based on textual information and data. - Attention to detail questions ask the candidate to match and filter information. - Critical thinking questions evaluate using inductive and deductive reasoning. - Numerical reasoning measures how well a candidate interprets numbers, graphs, and charts. ## **Testing Attention to Detail** [Attention for detail](https://employtest.com/hrblog/what-is-attention-to-detail) is a complicated cognitive ability that extends beyond what the term itself infers. It measures the ability to evaluate new information once and to be able to choose what information is relevant and useful for a particular task. There are four different skills within this definition: - Can a candidate match a particular statement to the information that supports or denies it? - Is the candidate able to filter information and focus on a quick takeaway from a lengthy paragraph? - Can they compare statements and thus spot a difference between two similar texts? - Is the candidate able to evaluate a text for its logical consistency? This is a relevant skill for any position. However, it’s most relevant for positions in which small mistakes and minute information can make a big difference in the outcome. These include customer service representatives, administrative assistants, software testers and developers, accountants, financial analysts, and many others. ## **Testing Problem Solving Abilities** [Problem-solving](https://jopeninnovation.springeropen.com/articles/10.1186/s40852-018-0085-4) is another key cognitive ability to test for because it’s used in various positions within a company. It tackles the challenge of how well a candidate makes a sound decision based on the data presented to them. This may include the following skills: - Prioritizing tasks: Can a candidate prioritize tasks based on importance? - Thinking logically: Is the candidate able to interpret data and solve problems based on it? - Interpreting the rules: Can the candidate apply order based on a set of rules? - Drawing conclusions: Can the candidate analyze text and data to formulate a conclusion? This set of abilities is relevant for managerial positions. However, companies that offer customer support also tend to test for this skill, because customers are often contacting support for their issues that need to be resolved. Other suitable roles include hospitality staff, project managers, customer support staff, healthcare workers, and engineers. ## **Testing for Critical Thinking** Critical thinking may imply an [“abstract” ability](https://scholarworks.bgsu.edu/cgi/viewcontent.cgi?article=1037&context=pad), but the term refers to the ability to use inductive and deductive reasoning to solve problems. The skills that are tested in this assessment include: - The ability to draw a conclusion from a set of data. - The ability to interpret sequences, which means knowing the order or an arrangement of items. - Determining cause and effect, such as finding the connections between pieces of information. - The ability to recognize assumptions. As an example, the candidate will find the claim that was directly or implicitly made in a statement. This type of test is often used for director-level (or higher) roles. If the position requires the employee to think independently and analytically, it’s a smart move to measure those skills before hiring. Such positions include lawyers, executives, developers, and scientists. ## **Testing for Numerical Reasoning Abilities** A [numerical reasoning](https://www.sciencedirect.com/science/article/abs/pii/S0273229702905472) test will test how well the candidate handles numbers. The test will measure how well a candidate can read and understand graphs, charts, and number sequences. These are skills that will be critical if the job requires the candidate to make data-driven decisions. The skills that are tested in this part of the assessment are: - How well a candidate interprets numbers, percentages, and fractions. - Can a candidate notice a pattern in a number sequence? - How well a candidate interprets a table of data. - How well a candidate interprets graphs and charts. You’ll need to test numerical reasoning skills when hiring financial managers, engineers, researchers, architects, and business analysts. There are many other roles in sales and finances that require these abilities. ## **Testing Reading Comprehension Skills** [Reading comprehension](https://journals.sagepub.com/doi/full/10.1177/2372732218816339) skills are the ability to read and understand written text. It’s an essential skill for most jobs. In some roles, it’s the main skill that the candidate will use every day, but in others, it’s more of a “soft skill” that isn’t a core part of the job, but that is still used often. The test will assess the following skills: - The ability to identify the main thought of a text - The ability to make inferences about the text based on it Reading comprehension is a skill that proves useful for most jobs that require using a computer because that’s how the information is conveyed in the work environment, especially when working remotely. It’s an especially important skill for those who need to read and write reports and summarize their thoughts. The company should test reading comprehension when hiring administrative assistants, clerical staff, scientists, researchers, teachers, editors, and customer service representatives. ## **Testing for Spatial Reasoning Skills** [Spatial reasoning](https://onlinelibrary.wiley.com/doi/full/10.1080/15326900701399897) refers to the candidate’s ability to understand abstract positioning between different objects. A high score on this test shows that the candidate has good analytic thinking abilities when considering objects and the space between them. The skills that are covered by this test include: - Mental rotation – the ability to imagine how the object will rotate in space. - Spatial working memory – the ability to keep spatial information active. - Mental folding – the ability to imagine how the object will fold. - Spatial visualization – the ability to imagine objects in space. Spatial reasoning skills are especially important when it comes to those working in the STEM field (science, technology, engineering, and math). These include jobs such as mechanical engineers, chemical engineers, researchers, designers, and architects. ## **How to Use the Test Results?** Cognitive ability tests are complex and measure a variety of different skills. Hiring decisions shouldn’t be based solely on the test results. Instead, the results should be an important part of the hiring decision, with other parts including the interview, references, and any work or education history. ### **Choosing The Right Test for The Right Role** Cognitive ability tests are most critically needed for choosing the candidates for complex and high-level roles, as that’s where such skills are most needed. This isn’t to say that these ability tests should only be used for such high roles, as they can be relevant for lower roles too. When hiring candidates for junior roles, it’s important for them to take the specific test for their roles. For senior roles, candidates may need to take more than one test. With that approach, you’ll take the whole scope of their abilities into account. ### **Should We Add Behavioral Interview Questions?** Completing a job and being a part of a company team is about more than just efficiently completing tasks. It’s also important to have the right attitude and be able to work with others on a day-to-day basis. Behavioral traits can be measured along with cognitive ability tests, although not usually in the same test. One proven method is to use behavioral interview questions, which can tell you how a candidate will manage stress, be responsible and accountable, and their management style. All of these are essential for employees that will take leadership positions. ### **Keep Track of the Results** An HR team also has a responsibility to keep track of test results and show how they affect [hiring practices](/hrblog/the-ideal-hiring-process-checklist). This will help the company create a hiring culture that goes beyond just finding a particular employee for a particular job. Over time you’ll need to review your candidate scores database to see how the candidates performed on the job. You’ll want high-scoring employees to have high job performance ratings, as it relates to the test subject. You’ll also want lower-scoring employees to have the same competency level reflected in job performance. This helps to measure how valid a test is for that particular job position. ## **Conclusion** The great news is that there are various cognitive ability tests available to help any size organization with its hiring process. But it’s critical for every recruiting team to carefully choose the right test for the role they’re looking to fill. Whether it’s spatial relations, numerical reasoning, or critical thinking skills, there is a test that will help measure that competency. With these tests acting as another tool in the “hiring toolbox”, the HR team can make the most informed hiring decisions for their organization. EmployTest’s offer includes a variety of cognitive and reasoning assessment tests – [check out a free sample](https://employtest.com/pre-employment-test-sample/) to learn more about our testing process. **Blog Categories:** Cognitive Ability Test, pre-employment testing --- ### [How to Use Employee Skills Assessment Beyond Hiring](https://employtest.com/hrblog/how-to-use-employee-skills-assessment-beyond-hiring/) **Published:** November 8, 2024 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes ### **What are Employee Skills Assessments?** Employee skills assessments are specialized tests that help employers evaluate a candidate’s skills, personality, and job fit. By using these tools, HR pros can spot strengths and skills gaps, helping you make smarter hiring decisions and support performance reviews. Hiring the right people is only the beginning. You carefully screen every new hire, but what happens once they’re on board? With employee skills assessment, you can go beyond pre-employment checks and turn these tools into a game-changer for your team’s growth and success. ### **What Are Examples of Employee Skills Assessments?** [**Employee skills assessments**](https://employtest.com/tests/) measure a person’s skills, personality, or cognitive abilities. Whether you’re hiring new employees or assessing current ones, these tools give you insights that go beyond a résumé or interview. - **Cognitive and Reasoning Tests** measure a person’s ability to think critically and solve problems, skills essential for most roles. - **Attention to Detail Tests** show how accurately someone completes tasks, a must-have skill in administrative or data-heavy positions. - **Emotional Intelligence Assessments** – Emotional intelligence assessments focus on a candidate’s capacity to understand and manage emotions—a critical skill for leadership or client-facing roles. - **Skill-Based Tests** – These employee assessment tools focus on the specific skills needed for different roles. For example, clerical workers’ proficiency in Microsoft Office tools can be assessed with [Microsoft Skills Tests](https://employtest.com/microsoft-office-skills-test/). ## **Pre-Employment Screening: Hiring Smarter, Not Harder** Employee skills tests paved the way for a huge leap in how companies and even government agencies hire. In 2020, [an Executive Order](https://www.insidehighered.com/quicktakes/2020/06/26/report-trump-prioritize-skills-over-degrees-fed-hiring#:~:text=Report:%20Trump%20to%20Prioritize%20Skills%20Over%20Degrees%20in%20Fed%20Hiring) shifted federal hiring practices to value skills over degrees. The change prioritizes skills assessment programs to determine applicant suitability for available jobs. #### **Reducing Bias** Hiring often involves unconscious bias. You might unintentionally prefer a candidate who shares your background or someone with an impressive résumé; even though that doesn’t always mean they’re the best choice for the job. An employee skills assessment helps you reduce bias by focusing on the candidate’s abilities, not just their resume. For example, when hiring for an accounting position, it’s important to assess a candidate’s proficiency in essential skills, such as Microsoft Excel. Instead of solely relying on their work history, conducting an [Excel skills test](https://employtest.com/excel-tests-job-applicants/) can provide a clearer understanding of their abilities in this crucial area. #### **Reduce Turnover with Better Hires** One of the top reasons employees leave within their first year is a mismatch in skills or culture. By assessing technical and work personality fit before hiring, you increase the chances of long-term employee retention. Hiring the wrong person can be costly. [Business News Daily](https://www.businessnewsdaily.com/9066-cost-of-bad-hire.html) shows a bad hire can cost up to $15,000. That’s enough to make anyone reconsider their hiring strategy. **Streamline Your Hiring Process** Pre-employment tests can highlight the top candidates early in the hiring process, so you can focus your efforts on the best fits. Instead of spending time interviewing 10 people, you might only need to meet with three—all of whom are qualified for the job. For example, imagine you’re hiring a project manager. One candidate has several years of experience, while another performs better on a [Cognitive and Reasoning Test](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/). This test shows that the second candidate has stronger critical thinking skills, which are key to managing complex projects. ![Employee assessment tools Being Used In Workplace](https://employtest.com/wp-content/uploads/2024/11/employee-assessment-tools-being-used-in-workplace.jpg)\#image\_title## **Employee Skills Assessment in Developing Your Current Workforce** Assessments aren’t just useful when hiring—they’re equally important for evaluating your current employees. [Employee skills assessments ](https://employtest.com/tests/)help you understand where your employees stand, making it easier to provide the training they need. #### **Assessing Current Employees and Identifying Areas for Growth** Want to upskill your team? Data from tests can pinpoint exactly where each team member could use improvement, making training more focused and effective. For instance, if someone needs better attention to detail, you can direct resources toward that area specifically. Meanwhile, a [Supervisory Skills Test](https://employtest.com/supervisor-aptitude-test/) can help determine whether an employee is ready for a leadership role. If they score well, you can plan their promotion confidently. If not, you’ll know they may need additional training to succeed. #### **Closing the Skills Gap for Ongoing Success** As technology evolves, so do the skills your employees need. [87% of employers say they have a skills gap](https://www.mckinsey.com/featured-insights/sustainable-inclusive-growth/charts/mind-the-skills-gap), meaning their teams lack key abilities. These gaps can harm productivity. Regularly using employee skills assessments helps you spot and address gaps early on. If several employees struggle with Excel, a [Microsoft Office Excel Test](https://employtest.com/microsoft-office-skills-test/) will show this, and you can offer training to improve their proficiency. #### **Encourage a Learning Culture** When employees can track their progress and see their improvement, they’re more likely to stay engaged. [LinkedIn reports](https://learning.linkedin.com/resources/career-development/develop-employees) that 94% of employees would stay at a company longer if it invested in their career with professional development opportunities. ## **Making Performance Reviews More Effective with Employee Skills Assessment** Annual reviews often feel like a box to check. You go over what the employee did over the last year, but it’s not always useful for ongoing improvement. [Employee skills assessments](https://employtest.com/tests/) make reviews more meaningful by providing continuous feedback. Using tests throughout the year can help you spot small errors in an employee’s work before they become bigger problems. You can offer help or training when they need it rather than waiting until the end of the year to address performance issues. #### **Use Data-Driven Insights for Fair Reviews** Performance reviews are often subjective. Maybe an employee feels like they’re not being recognized enough, or you’re unsure how to track their growth. With employee skills assessment, you have data to back up your feedback. If an employee improves in certain areas, you can show them the proof. And if there’s room for improvement, you can clearly explain what needs to change and offer support. This transparency makes the review process more helpful and beneficial for both parties. #### **Set Clear, Achievable Goals** Employee skills assessments reveal tangible areas for growth, which you can translate into actionable goals for the next quarter or year. For example, if an employee has high potential in leadership but lacks time management skills, their goal can focus on enhancing this skill for a future role. #### **Identify Future Leaders** Performance reviews supported by assessments can reveal employees with strong leadership potential, making it easier to spot those who are ready for promotions. By tracking development over time, you create a pipeline for filling management roles with proven, prepared internal candidates. ## **Practical Steps for Implementing Employee Skills Assessment** Ready to put these tools into action? Here’s how to get started: #### **Choose the Right Tool for Your Needs** Not all assessment tools are the same, so select those that align with your goals. Choose tests that are expertly researched and developed, so you can accurately and consistently measure desired competencies. #### **Communicate the Benefits to Your Team** Employees may feel apprehensive about assessments, especially if they think these will affect job security. Emphasize that assessments are for development, not judgment, and outline how they’ll benefit both individual career growth and the company. #### **Integrate Tools into Regular HR Processes** Instead of viewing assessments as one-offs, incorporate them into annual reviews, which creates a routine of continuous learning and improvement. #### **Provide Constructive Feedback** Use assessment results to offer specific, actionable feedback. If an employee scores low in a certain area, offer resources, training, or coaching to help them improve. By following these steps, you’ll be able to seamlessly integrate assessment tools into your processes, enhancing your team’s potential with every assessment. ### **Wrapping it Up: Take Action and Reap the Rewards** While employee skills assessments have traditionally been used for applicant testing, their value extends far beyond the hiring process. As you start using these tools for ongoing employee development, your organization can unlock a new level of team potential. Assessments pinpoint skill gaps, so you can personalize training and help your team reach new heights. The result? A flexible, skilled workforce that’s always ready for the challenges ahead. Ready to build stronger, more capable teams that can adapt and grow with your business? [Talk to a customer success manager](https://calendly.com/employtest-sales/test-talk) about how you can try our advanced testing platform today! ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Director of Sales Pre-employment testing Attention to Detail Tests MS Office Tests Computer Skills Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) Ken Crowell founded EmployTest in 2006 and leads the company today as CEO. His work centers on helping small and mid-sized businesses and government entities hire with more confidence, using pre-employment testing built around real job skills instead of gut instinct. That focus spans attention to detail, Microsoft Office proficiency, general computer skills, and the broader HR practices that shape a strong hiring process. Under his direction, EmployTest has grown into a platform trusted by more than 13,000 companies across the US, offering flexible credit-pack pricing with no annual commitment. Ken writes and speaks regularly on hiring strategy for SMBs, including an article for [CEOWORLD magazine](https://ceoworld.biz/author/ken-crowell/) and [ERE](https://www.ere.net/authors/ken-crowell). He holds a degree in management from the University of Georgia and draws on close to two decades in the pre-employment testing industry. Outside of EmployTest, he volunteers with disaster relief and youth protection organizations. Connect with Ken on [LinkedIn](https://www.linkedin.com/in/crowellken/). --- ### [How a Microsoft Office Test Can Help You Choose a Clerical Worker](https://employtest.com/hrblog/how-a-microsoft-office-test-can-help-you-choose-a-clerical-worker/) **Published:** September 28, 2021 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Written By: ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Clerical and administrative workers heavily rely on Microsoft Office for their day-to-day tasks. That’s true for typical workday tasks on all levels and across different sectors, including the public (government) and private sectors. It’s a tool that many employees are familiar with, but it’s not always easy to assess how proficient they really are with the advanced features of each program. A clerical skills test in Microsoft Office is, therefore, a useful tool when it comes to choosing clerical admin workers who can jump into their work role and be self-sustaining with their tasks. This clerical skills test can help evaluate candidates’ proficiency in Microsoft Office, ensuring they possess the necessary skills for the job. Read on to learn more about: - [Turnover in Administrative Positions](#turnover) - [The Rise of Remote Work](#remote-work) - [Why is it Essential to Have Qualified Workers?](#qualified-admin-workers) - [Which Skills to Test for](#MS-word) - [Microsoft Word](#MS-word) - [Microsoft Excel](#MS-excel) - [Microsoft PowerPoint](#ms-powerpoint) - [How to Use the Test to Train Employees on the Job](#train-on-job) - [Common Mistakes to Avoid](#mistakes-to-avoid) ### **Turnover in Administrative Positions** Employee turnover is one of the biggest concerns employers face. Losing employees is costly not only because of the loss of organizational productivity but also because of the costs of hiring new team members. It’s an even tougher road in the public sector. [Research shows](https://retensa.com/clients/clients-by-industry/retain-government-employees/) that public sector employees are less engaged with their work than those in the private sector. Only 38 percent of employees working in the public sector report to be engaged by their work. This high turnover rate can be best solved during the selection process itself. Hiring employees who are confident in their abilities will help you improve retention. ### **The Rise of Remote Work** In the past two years, many administrative workers have started working from home. However, the trend will continue even after the social distancing measures are lifted. There are many advantages to remote work for both employees and employers, including lower costs for employers and more freedom and flexibility for the employees. As many as[ 65 percent of all workers](https://www.statista.com/chart/24714/survey-on-pandemic-remote-work-us/) say that they want to continue working remotely after the pandemic. This implies that the employee needs to be more self-reliable because there are no coworkers at the side to guide them on the job. A clerical pre-employment test in [Microsoft Office](https://employtest.com/microsoft-office-skills-test/) is a good way to screen for common technology skills that will be needed for their remote work. ### **Why is it Essential to Have Qualified Administrative Workers?** The importance of administrative work is often overlooked or underappreciated. However, it’s a mistake to do so, because administrative workers are the cornerstone of any organization. Their skills and dedicated work support the entire organization, allowing them to provide service to customers (or constituents, for the public sector), as their needs require. For example, collecting and recording taxes are essential tasks for public sector workers. The effective functioning of government depends on precise and dedicated clerical work, which in turn relies on Microsoft Office, as well as many other tools. Hiring employees who can use these tools confidently and self-reliably is an obvious key concern. When considering which skills to assess in potential clerical workers, it’s crucial to focus on those directly related to the job’s demands. In particular, clerical skills testing in Microsoft Office should cover proficiency in Microsoft Word, Microsoft Excel, and Microsoft PowerPoint. ### **Which Microsoft Word Skills to Test for?** A potential employee needs to have a specific set of Microsoft Word skills that would allow them to work in a clerical environment without constant supervision. These skills provide the ability to prepare a word document for publication or presentation. This means that they need to format a document with the needs of their collaborators in mind. It’s an especially important skill in remote teams where work needs to be streamlined and communicated from one department to another, effortlessly. A basic Microsoft Word assessment will also show if the applicant can design and format text so that it’s ready to be presented to the end-user. In an office environment, this entails preparing letterheads, news heads, or having a document ready to be used as web content. With the same collaborative goal in mind, a potential candidate should demonstrate their ability to save or properly store Word documents in a cloud-based or network-based platform. ### **Which Microsoft Excel Skills to Test for?** The main goal for the employee using Excel is to analyze the data more efficiently and productively. An experienced Excel user should be able to analyze and present data so that it’s understandable from different viewpoints. An employee who’s able to use Excel functions in this way can easily discern how a particular data point affects different outcomes for the company. Another important Excel skill to have is the ability to find a piece of data within a large data set. An experienced Excel user should know how to filter these data so that a particular section can be emphasized when the need arises. These skills are especially important when working in a team. In this collaborative environment, an employee using Excel should be able to understand both what they are looking for and how to find it. In the end, you should test the candidate’s ability to present Excel data and format it to fit those uses. ### **Which PowerPoint Skills to Test for?** A candidate for a clerical job should be able to generate and use templates when creating a PowerPoint presentation. They should be able to do this, based on the team’s instructions, with creativity and flair. This is about more than just knowing how to create a certain style. It’s also about being able to understand how that style fits with the goal of the presentation. It’s also useful to test for the ability to add animation and other graphic elements to the presentation. Even if a candidate thinks they know PowerPoint, many lack these sophisticated skills and it’s important to know the skill level of the applicants you plan to hire. In addition to assessing technical skills, it’s important to evaluate candidates’ clerical aptitude. A clerical aptitude test can help determine a candidate’s ability to perform tasks such as data entry, filing, and organizing documents efficiently. This test can provide insights into a candidate’s attention to detail, organizational skills, and ability to manage clerical responsibilities effectively. ### **Troubleshooting and Self-Reliance** As with any software program, Microsoft Office will sometimes experience technical issues or just won’t work as it is supposed to. A job candidate should be able to deal with these troubleshooting emergencies on their own. With this basic skill set, a potential employee wouldn’t have to rely on IT departments each time there’s a problem that needs to be solved. This is an especially important skill to have in a remote work environment because there’s no IT department nearby to provide immediate assistance. ### **Beyond Computer Skills Assessment** Relying on computer skills assessment is important when hiring new employees. However, it’s certainly not the only competency to watch for. There are also many essential skills that go beyond the use of any single technology tool. The employees need many different competencies to work in a fast-paced and collaborative environment. For example, an effective employee should be able to[ pay attention to detail,](https://employtest.com/hrblog/what-is-attention-to-detail) work according to a schedule, have good communications skills, and have competent grammar and spelling skills. When it comes to remote work, it’s also useful for the employee to be self-reliant, because team members may not be able to provide timely help as questions arise. ### **What Level of Proficiency Level is Needed** A [pre-employment Office test](https://employtest.com/tests/) can help to sort your candidates based on their technical skill level. However, the needed skill level should be based on the requirements of the job position. Not all employers need candidates to have the highest possible Microsoft Word assessment score, for example. However, you shouldn’t just settle for the employees with the skills that cover your needs at the moment. It can be helpful to have employees with the skills that you may need in the future as the job position evolves. It’s best to start by knowing what kind of skill set you’re looking for. Outline the actual tasks that the employee will perform on a day-to-day basis. It’s also useful to discuss this with your IT team because they can help you choose a test that will focus on the important skills for the position. Workplace scheduling (and limited staff) will often require employees to finish a task that’s above and beyond their usual assignment. Keep this in mind when selecting the tests and make sure they cover a wide range of skills. ### **How to Use the Test to Train the Employee on the Job** The results of the Microsoft Office assessment can be a helpful prescription for what type of training employees need in the future. Research shows that employees are looking for ways to improve and expand their skills on the job. A company that provides such an environment has better retention results. The [test](https://employtest.com/tests/) will show what the employees are excelling at and what kind of skills they are lacking. This will allow you to train them and help them realize their full potential in the years to come. It’s especially useful when the results are shared with a learning/development team that can devise further training – we’ve touched upon this topic in “[How Will Your Team Benefit from Pre-employment Office Tests?](/hrblog/team-benefit-from-pre-employment-office-tests),” as well. ### **Making Candidates Comfortable With the Test** The interview process, including testing, can be stressful for job applicants. You’ll want candidates to have a good “applicant experienc” because they may be a source of applicant referrals in the future, even if they are not hired by your organization. One key step is to ensure your candidates know in advance about the tests, the topics covered, and how the results fit into the hiring decision. ### **Common Mistakes to Avoid with Microsoft Office Assessment** A common mistake organizations make is administering too many tests, such as giving out separate tests for Word, Excel, Outlook, and PowerPoint. There are common tasks across each program so testing in-depth for all of them may be repetitive. Multi-hour computer skills assessment such as this can also be intimidating for the candidates and cause them to drop out of the applicant pool. It’s best to stick to the relevant skills only, and not to test at the highest skill level. There’s no need to expect your employees to know about Office features that are well beyond the skill level needed for the job. ### **Conclusion** Employee turnover among clerical and administrative staff can be high and expensive. Correcting a hiring mistake will cost much time and resources and can be prevented through the use of [pre-employment tests](https://employtest.com/pre-employment-test-sample/). For example, Microsoft Office proficiency is one of the most important skills administrative employees can have. It’s best practice to use an Office test to assess job applicant skill levels before hiring, as applicants often overestimate their knowledge. A Microsoft Office test should be selected based on the skills that the employees will use on a day-to-day basis. Not all applicants need to be experts for every possible skill. Combining the test results with other aspects of the hiring process (interview, experience, references, and more) is a reasonable step toward making the best possible hiring decisions. [EmployTest](https://employtest.com/) specializes in developing [pre-employment tests](https://employtest.com/pre-employment-test-sample/) for the public sector (government), companies, and nonprofits. Contact us for a [free sample of our Microsoft Office skills test](https://employtest.com/microsoft-office-skills-test/) – and learn more about what we offer on [our Test List page](https://employtest.com/tests/). ![author avatar](https://employtest.com/wp-content/uploads/2024/10/KC-headshot-small.JPG) Ken Crowell Director of Sales Pre-employment testing Attention to Detail Tests MS Office Tests Computer Skills Tests Education: [University of Georgia,](https://uga.edu) [Georgia State University](https://gsu.edu) [LinkedIn](https://www.linkedin.com/in/crowellken/) Ken Crowell is the Director of Sales at EmployTest, with over 18 years of experience in improving hiring processes for 6000+ businesses and government entities through specialized pre-employment tests. His knowledge has helped organizations to streamline recruitment with confidence, utilizing tests for attention to detail, Microsoft Office, and computer skills–all of which are important skills for success in today’s workforce. Ken holds a BBA from University of Georgia and a MBA from Georgia State University, both of which complement his deep industry expertise. Beyond his professional role, he is committed to community service, actively volunteering in disaster relief and youth protection initiatives–reflecting his dedication to making a positive impact in every aspect of his work. **Blog Categories:** microsoft office tests, pre-employment testing --- ### [Skills Based Hiring: Why It’s the Future of Work](https://employtest.com/hrblog/skills-based-hiring/) **Published:** August 29, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **What is Skills Based Hiring?** Skills based hiring is exactly what it sounds like – hiring based on skills. It’s a way of choosing new employees that looks at what they can do in the workplace instead of traditional criteria such as degrees or years of experience. This hiring method focuses on actual experiential abilities rather than their background or certificates. The tight labor market has moved toward skills-based hiring, gaining traction in public and private companies. For instance, [state governments](https://www2.deloitte.com/us/en/insights/industry/public-sector/skills-based-hiring-crucial-for-government-workforce-planning.html) are no longer requiring degrees for many positions in order to attract those “diamonds in the rough” who gained their experience on the job instead of in the classroom. In the private sector, companies such as [Dell, Accenture, IBM, and Amazon](https://www.bcg.com/publications/2023/rise-of-skills-based-hiring) have joined the trend, too. As the workforce becomes increasingly diverse and the nature of work continues to change, skills-based hiring offers a fresh perspective on how to build strong, adaptable teams. ***The future is here, so how can your organization adapt?*** ### **What is Involved in Skills Based Hiring?** When you implement skills-based hiring, you look at the core skills required for a role and assess candidates based on those specific abilities. This could include technical skills, soft skills, or a combination. For example, instead of requiring a degree for an administrative position, you can test candidates on their basic computer skills such as [Microsoft Office Skills](https://employtest.com/microsoft-office-skills-test/), [typing and data entry skills](https://employtest.com/typing-and-data-entry-speed-tests/), and soft skills like [emotional intelligence](https://employtest.com/emotional-intelligence-profile-for-applicants/). Does that mean your talent acquisition strategy needs to change? Yes, but not as drastically as you might think. Keep reading to get tips and tools to help with this transition. ## **The Need for Skills Based Hiring** The change to prioritizing hiring based on specific skills over traditional qualifications is driven by several important factors. #### **Labor Shortages** The US job market is currently facing significant shortages. [Gartner](https://www.gartner.com/en/webinar/582116/1304941) reports that nearly 83% of human resources leaders are struggling to find enough talent with the necessary skills to fill their open positions. The [World Economic Forum](https://www.weforum.org/agenda/2023/04/growth-summit-2023-why-skills-first-hiring-is-the-solution-to-the-global-talent-shortage/) believes that “a skills-first approach can help alleviate the talent crunch in many sectors.” #### **Changing Job Requirements** As industries evolve, the skills required for various roles also change. Companies need to be quick in identifying and hiring candidates with relevant skills that might not match traditional job titles or experiences. Because let’s face it, there can be quite a bit of creativity encompassed in the popular job description phrase “other duties as assigned.” #### **Diversity and Inclusion** Skills-based hiring promotes a more inclusive workforce by removing barriers that often exclude qualified candidates from underrepresented groups. This approach helps create a diverse talent pool that can drive organizational innovation and creativity. ![Hiring Based On Skills, Skills Based Hiring](https://employtest.com/wp-content/uploads/2024/08/hiring-based-on-skills-skills-based-hiring.webp) ## **The Benefits of Skills-Based Hiring** Implementing a skills based hiring approach offers numerous advantages for organizations. #### **Better Matched Candidates** Companies can better match candidates to roles by focusing on skills, leading to improved job performance. [Studies show](https://psycnet.apa.org/record/1984-30168-001) that employees whose skills align with their job responsibilities tend to be more engaged and productive. #### **Increased Employee Retention** A skills-based approach encourages a culture of ongoing learning and development. According to [McKinsey](https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/taking-a-skills-based-approach-to-building-the-future-workforce), hiring for skills is five times more predictive of job performance than hiring based on education. Employees are more likely to stay with companies that invest in their growth. #### **Broader Talent Pool** Skills-based hiring [widens the talent pool](https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/taking-a-skills-based-approach-to-building-the-future-workforce) by allowing organizations to consider candidates from diverse backgrounds who may possess relevant skills acquired through non-traditional paths. This inclusivity can lead to a more dynamic and resilient workforce. #### **Cost-Effectiveness** [Skills based hiring](https://www.forbes.com/sites/carolinecastrillon/2023/02/12/why-skills-based-hiring-is-on-the-rise/) can reduce the cost-per-hire and [time-to-hire](https://employtest.com/hrblog/how-to-reduce-time-to-hire/). Organizations can streamline their recruitment processes by focusing on specific competencies, making them more efficient and effective. #### **Future-Proofing the Workforce** As technology and AI continue to reshape the job market, skills-based hiring allows organizations to identify candidates with competencies that are less likely to be automated. This foresight ensures that companies remain competitive and adaptable to future challenges. ![Skills Based Hiring Quote](https://employtest.com/wp-content/uploads/2024/08/Skills-based-hiring-quote-300x300.webp) ## **How can Organizations Succeed With Skills Based Hiring?** To succeed in skills-based hiring, embrace a strategic approach prioritizing competencies over traditional qualifications. Here are some actionable steps your company can implement as you transition to hiring based on skills. #### **Create a Skills Based Hiring Plan** Start by clearly defining your organization’s overall strategy and goals for skills-based hiring. For example, is your company aiming to hire for a more diverse workforce, or streamline your hiring process? (Pro tip: Download your free [Planning Worksheet here](https://employtest.com/wp-content/uploads/2024/04/Pre-Employment-Testing-Worksheet-Fillable-PDF.pdf?utm_campaign=WP-Blog-Promotions&utm_medium=Blog-post&utm_source=Website&utm_content=Downloadables&utm_term=Planning-worksheet)! #### **Assess Skill Needs** Clearly define the essential technical and soft skills required for success in each role. This involves a deep understanding of the job responsibilities and the abilities needed to perform them effectively. Go beyond generic skills like “communication” or “teamwork.” Instead, focus on specifying the concrete competencies that are truly critical. #### **Revise Job Descriptions** Rewrite job postings to emphasize the required skills rather than qualifications. Use inclusive language that encourages applications from diverse candidates, avoiding unnecessary restrictions like degree requirements. Clearly outline the specific skills you’re seeking, along with any relevant assessments or tests applicants may encounter. #### **Maximize the Use of Skills Assessments** Use [pre-employment tests](https://employtest.com/tests/) along with evaluation methods to assess candidates’ abilities accurately. Objective assessments can help identify hard skills like basic computer skills, as well as essential soft skills such as [emotional intelligence](https://employtest.com/hrblog/emotional-intelligence-tests-for-hiring/), [attention to detail](https://employtest.com/hrblog/why-use-attention-to-detail-skills-test/), and key [personality traits](https://employtest.com/hrblog/behavioral-testing-key-personality-traits-for-success/), which are increasingly valuable in the modern workplace. #### **Training and Development** Consider implementing apprenticeship or in-house training programs for positions where it’s difficult to find candidates with the exact skills needed. This approach helps companies to develop talent internally, paving the way for promoting from within. ### **The Future of Hiring is Here: Can You Keep Up?** The shift towards skills based hiring reflects a bigger change in how organizations find and hire the right candidates. Embracing this more equitable way of talent acquisition also means that you are future-proofing your workforce, staying ahead of the competition, and unlocking the full potential of your most valuable asset: your employees. Experience the future of recruitment and [book a consultation](https://calendly.com/employtest-sales/test-talk) with our expert team today! --- ### [How to simplify (and shorten) your hiring process](https://employtest.com/hrblog/how-to-simplify-and-shorten-your-hiring-process/) **Published:** January 3, 2017 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Here are a few tips to speed up your hiring process.](https://pictures.contentlead.com/Here-are-a-few-tips-to-speed-up-your-hiring-process_16000902_40039203_1_14115698_500.jpg) Here are a few tips to speed up your hiring process. Employees are the backbone of any strong business model. Their performance and overall productivity are indicative of how successful organizations are in virtually any industry. As a result, unfilled positions at a company may be costly to the business as a whole. Instead of letting a desk stay unoccupied, hiring managers, human resource professionals and business leaders should turn more of their attention to the recruitment and [hiring strategies](https://recruitingconnection.org/2021/06/11/5-hiring-strategies-to-implement-today/) of the company. Here are three tips to simplify and speed up your hiring process and shorten the hiring timeframe: **1. Simplify the application process** If you want to attract the best talent to your organization, you should make your application process an appealing one. One of the best ways to do this is to simplify the experience for candidates. If individuals have to spend too much time filling out an application or even researching the role, they may give up on the position entirely. Don’t miss out on high-quality candidates as a result of a convoluted job application. **2. Give them the info they want to know** *“Your company is competing with others.”* Job applicants often want to learn more about the companies they’re interested in. Just as there are a number of candidates competing for one position at your company, you may find that your company is competing with others eager to hire the same potential employee. Do your best to make your organization the most attractive option, starting with the advertisement for the job. When browsing for new jobs, candidates will want to know what makes a company unique as well as what makes it a great place to work. Employment ads are excellent opportunities for employers to get candidates excited about professional opportunities. Write a clear and concise job description that highlights the best details of the company. In the same vein, make sure the job description informs candidates on what exactly the postition entails. It does your company (and candidates) no good to use vague or general job descriptions, because it will only increase the chances of making the wrong hiring decision. In fact, 67 percent of business leaders agreed they would [see lower turnover rates](https://b2b-assets.glassdoor.com/50-hr-and-recruiting-stats-for-2016.pdf) if candidates’ expectations about the company were clear from the start, according to Glassdoor. Lower the risk of a high employee turnover rate by being specific as possible when it comes to advertising open positions at your company. **3. Shorten the application and then make it mobile-friendly** Once people make the decision to apply for a job, it’s likely they’ll want to get their applications in hiring managers’ hands as quickly as possible. The longer the process, the less interested candidates become in those positions. Save long and detail-oriented questions for the interview process. Job applications should be used alongside resumes to see who has the necessary education and professional experience for the job. Once you’ve picked the best of the group, you can move forward and select the individuals you want to bring in for interviews. It’s also a good idea to make sure candidates can access and complete job applications from mobile devices. According to research by Glassdoor, nearly 60 percent of applicants maintain that it’s important to view [job applications from their mobile devices](https://www.glassdoor.com/employers/popular-topics/hr-stats.htm) so that they can save and fill them out later from a desktop. The study also found that roughly 45 percent of job seekers use mobile devices to look for jobs at least once a day. After carefully sifting through resumes and using [pre-employment assessments](https://employtest.com/) to narrow your field down to qualified applicants, make your application process is a straightforward one to shorten the hiring time. **Blog Categories:** Hiring Tips --- ### [Raising cybersecurity awareness among employees](https://employtest.com/hrblog/raising-cybersecurity-awareness-among-employees/) **Published:** October 31, 2018 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![Raising cybersecurity awareness among employees](https://pictures.contentlead.com/Raising-cybersecurity-awareness-among-employees_16000902_40046455_1_14123198_500.jpg) Raising cybersecurity awareness among employees According to the Identity Theft Resource Center, [932 data breaches have affected U.S. organizations so far this year](https://www.idtheftcenter.org/wp-content/uploads/2018/10/2018-September-Data-Breach-Package.pdf) as of Oct. 3. This means more than 47 million records are now compromised and could be in the hands of cybercriminals all over the world, regardless of whether the breaches themselves were accidental or malicious. As a result, the importance of sound cybersecurity for employees can’t be understated. Employers must labor to instill good cybersecurity awareness training for employees that includes measures such as a [computer skills assessment](/computer-skills-test) test. **Recognizing your industry’s risk** As an overall category, private-sector business is the biggest victim of data breaches, identified by ITRC data as accounting for approximately 22 million of 2018’s leaks to date. The government and armed forces, as well as those companies affiliated with them as contractors and vendors, are the next-biggest target with more than 16 million breaches or hacks. On the opposite end of the spectrum, education suffered the fewest breaches – slightly more than 832,000 of them as yet this year. Chances are good your organization falls into the ITRC’s “business” category. As such, launching a large-scale cybersecurity awareness training for employees is a must. According to Forbes, it’s critical not only to instruct them how severe breaches are for the business, but also about [cybercrime’s detriment to the larger world](https://www.forbes.com/sites/forbestechcouncil/2018/09/18/seven-ways-to-gain-employee-compliance-on-cybersecurity-procedures/#118d489e3135) and to workers’ personal lives. ![Raising cybersecurity awareness among employees](https://pictures.contentlead.com/x_0_0_0_14123838_800.jpg)All employees must be vigilant to help prevent cyberattacks. **Covering major threats** Major breach risks to businesses include: - Malware attacks. - Phishing scams. - Dedicated-denial-of-service hacks. - Rootkits. - Botnets. Cybersecurity for employees is important because phishing scams are probably the most immediate threat: They’re emails [disguised as messages from loved ones](https://www.us-cert.gov/ncas/tips/ST04-014), important work communications or notices from lenders, according to the US-CERT federal cybersecurity task force. They ask the recipient to click a link that triggers a malware download. The damage that results may have no motive for the attacker beyond chaos, or it could be ransomware intended to elicit a payoff. **Emphasizing best practices** Your organization should absolutely have firewalls and anti-virus software in place. But individual workers must also become involved and have cybersecurity awareness training for employees, particularly if they use their own devices for company tasks. Make it mandatory for all outside computers and mobile devices to have malware countermeasures installed, and use a mobile device management system to oversee activity on multiple systems. **Blog Categories:** Computer Tests --- ### [Small businesses can't afford to make bad hires](https://employtest.com/hrblog/small-businesses-cant-afford-to-make-bad-hires/) **Published:** April 12, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Small businesses cannot afford to make bad hiring decisions.](https://pictures.contentlead.com/Small-businesses-cannot-afford-to-make-bad-hiring-decisions_16000902_40031827_1_14094423_500.jpg) Small businesses cannot afford to make bad hiring decisions. Running a small business requires owners to wear many different hats. You may have to become the hiring manager, or assist your current hiring manager, who also helps out in other areas of the business. If you only have a handful of employees at your company, losing even one can be extremely disruptive to your everyday and long-term operations until you hire someone new. While these initial losses are unfortunate, the cost of a bad hire can far exceed those previously accrued. With any new hire, there is time lost to training sessions and onboarding efforts. When hiring bad employees, these costs can grow exponentially. In certain cases, it may take a long time to help them adjust to their new position if they are not adequately experienced or prepared. If they are the wrong fit, this means that you will have to let them go and then start your costly hiring process once again. This could lead to further time and resources lost, with no new employee to benefit from. ![Can your small business afford to make a bad hiring decision? ](https://pictures.contentlead.com/x_0_0_0_14126631_800.jpg)Can your small business afford to make a bad hiring decision? **What are the specific problems associated with bad hires?** No matter what size your company is, hiring bad employees is detrimental to your business. On average, it takes around [five weeks to fill a normal-level staff position and seven and a half](https://www.roberthalf.com/us/en/insights/research/employee-recognition) to hire a management-level employee, according to research from Robert Half International. While this may be longer or shorter for a small business, depending on the location and industry, any time lost due to hiring the wrong employee costs your company productivity, worker morale, and revenue. Of those surveyed, around 41 percent of hiring managers and HR professionals estimated that the cost of a bad hire could reach thousands of dollars. Like the majority of owners, you may not have much to lose on a bad hire. Additionally, 39 percent of those interviewed said poor hires cause a loss in productivity and 95 percent said hiring the wrong employees negatively affects company morale in some capacity. *“A hiring mistake costs your company productivity, worker morale and revenue.”* “Companies can’t afford hiring mistakes, which are costly and can erode staff morale,” Max Messmer, chairman and CEO of Robert Half International, explained. “Finding the right match requires time and attention, and it’s something even busy managers need to make time for.” **How can small businesses hire smarter?** One of the first steps for a small business hiring employees is to carefully consider your job posting. Does it provide a comprehensive and straightforward guide to what your company is looking for? Ambiguous job descriptions can draw in under-qualified candidates, wasting both your time and theirs. Far worse, dishonest applicants could fool you and get hired, leading to significant losses in most areas of your business. It’s important to look past a candidate’s resume or interview skills. Though you may be wanting to hire a communications manager or programmer, your entire team must be prepared to tackle certain projects or take over other job tasks when people leave or are unable to perform. While you want candidates who exceed their own position’s expectations, see what other skills or talents they have to offer. If you are unsure whether your applicants have the necessary skills for your position, consider integrating [pre-employment tests](https://employtest.com/) into your hiring process. These tests assess not only if your candidates have certain skills, but also how talented they are and to what degree they can perform. As a small business hiring employees, you can’t afford the cost of a bad hire, so contact EmployTest today to see how we can help you make the right one. **Blog Categories:** Hiring Tips --- ### [January is the best month for job hunting and hiring](https://employtest.com/hrblog/january-is-the-best-month-for-job-hunting-and-hiring/) **Published:** January 7, 2016 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![Google Logo](https://pictures.contentlead.com/January-is-one-of-the-busiest-months-of-the-year-for-hiring_16000902_40028284_1_14118937_500.jpg) January is one of the busiest months of the year for hiring. ![Job seekers and hiring managers are most active during January.](https://pictures.contentlead.com/x_0_0_0_14122598_800.jpg)Job seekers and hiring managers are most active during January. According to Monster, a job search engine, Jan. 6 is the most active day of the year for job searches. After the December holidays and vacations draw to a close, many job seekers are dusting off their resumes in hopes of landing a new position. Yet, it is not just job seekers who are the most active during this first month of the year: hiring managers tend to hire more during January as well which makes it the best time of the year for job hunting. Barbara Safani, president of Career Solvers in New York, explained to Jessica Dickler at *NBC News* that January usually proves to be the most active time for hiring and the best time of the year to job hunt because budgets have already been approved for the first quarter of the year. It is also the time when employees return from their holiday plans, ready to make decisions as a team. According to figures provided by the Bureau of Labor Statistics, unemployment is at a low 5 percent and the market as a whole is strong, which makes this the best time to job hunt for those looking to switch jobs or for those who have been unemployed. “January is when office work at many companies tends to pick up again after a slowdown in December,” Dan Rafter at *Wise Bread* explained. “Some companies still mostly shut down during the last two weeks of the year. These firms won’t be making any hiring decisions around the holidays. Then the time to get your resume out there would be right after the New Year’s holiday, when hiring managers are back at work and no longer thinking of holiday parties, gift-giving, and ski vacations.” To ensure that your company reaps the benefits of the January hiring surge, implement [pre employment testing](https://employtest.com/) into your hiring routine to streamline the process and weed out any undesirable candidates who do not meet your company’s expectations. Feel free to [contact EmployTest today](https://employtest.com/contact-us/) to learn more about how our [beneficial testing services](https://employtest.com/tests/) can boost the productivity of your office. **Blog Categories:** Hiring Tips --- ### [What employee engagement means for modern businesses](https://employtest.com/hrblog/what-employee-engagement-means-for-modern-businesses/) **Published:** April 30, 2019 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![What employee engagement means for modern businesses](https://pictures.contentlead.com/What-employee-engagement-means-for-modern-businesses_16000902_40047334_1_14111005_500.jpg) What employee engagement means for modern businesses Employee engagement has become a key driver of success in the modern workforce, but some business leaders remain skeptical about its strategic value. A 2019 report by WeSpire, a developer of enterprise employee engagement technologies, found that more than 60% of surveyed employees and 40% of HR professionals said their company [does not have any engagement policies](https://www.wespire.com/resource/state-of-employee-engagement-2019/) in place. The survey also revealed that many organizations still do not view work culture as a strategic asset, which places a lot of pressure on HR staff and managers to solve the engagement problem without C-suite support. While this lack of institutional reinforcement does not necessarily lead to negative outcomes, it does ignore the clear performance differences between engaged and disengaged workers. According to a recent Gallup research study and meta-analysis, employee engagement is directly correlated to several important [key performance benchmarks](https://www.pwc.com/gx/en/industries/financial-services/publications/human-capital-2020-beyond.html), including: - Profitability - Productivity - Customer ratings - Turnover - Absenteeism Engaged employees are nearly twice as likely to excel in their professional roles and generate the sort of actionable intelligence that can fuel a business’ continued growth. This is substantiated by Gallup’s research of over 82,248 work units and 1.9 million employees, which found that the top quartile in employee engagement significantly outperformed the bottom quartile in almost every category. Employees who scored as “high engagement” surpassed their peers by 21% in profitability, 20% in sales, 17% in productivity and 10% in customer ratings. What’s more, the top quartile had lower rates of turnover (24%) and absenteeism (41%), along with fewer safety incidents (70%) and quality defects (40%). It’s quite clear that employee engagement is an essential part of workforce management, but how can companies keep pace with the evolving wants and needs of their workers? ![Happy employees talking in an office setting.](https://pictures.contentlead.com/x_0_0_0_14122721_800.jpg)Enhancing employee engagement can boost morale, productivity and financial growth. **How to improve employee engagement** Improving employee engagement strategies can be a difficult process, especially for large organizations that employ a substantial workforce. Each employee has their own unique personality and perspective, which do not always align with that of their peers. That said, most workers want to be respected as individuals and feel their efforts are recognized and appreciated. Tapping into the full potential of your employees starts with acknowledging their beliefs, talents, goals and life experiences as valuable to the company as a whole. This personalized recognition can drive performance, promote accountability and support long-term success, but it also takes time and effort. A single interaction with an employee, whether good or bad, can have a massive impact on short-term performance and engagement, but lasting results require consistency. Deploying a comprehensive employee engagement strategies program can help organizations build a communication and support infrastructure that can keep management and HR professional active on the issue. Here are three strategies for developing effective employee engagement practices: **1. Survey your employees:** The best way to understand the engagement needs of your employees is to ask them directly. However, it’s crucial to collect specific, relevant and actionable data that directly influences your key performance metrics. While the general opinions of your workers are important, they tend to be impossible to act on. **2. Focus your efforts on the local level:** Business leaders can have a meaningful impact by setting the right tone at the top, but real engagement is driven at the local workgroup level. Positive changes must be reflected in your employees’ immediate environments, otherwise your efforts could be seen as superficial. Managers should identify local barriers to long-term employee engagement strategies and seek out improvement opportunities that will benefit your workers’ day-to-day experiences. **3. Define your goals in realistic terms:** Clear and concise communication is essential to the success of any HR initiative, especially those that seek to change employee behaviors. Managers should use everyday language to describe the goals of your employee engagement program, its benefits and the challenges that lie ahead. **Blog Categories:** Employment Tips --- ### [How To Conduct Exit Interviews - Tips for HR Teams](https://employtest.com/hrblog/exit-interviews-tips-for-hr-teams/) **Published:** June 14, 2024 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes ## What Are Exit Interviews? Exit interviews are structured conversations you have with employees who have decided to leave your company. The primary goal is to gain insights into their experience, gather candid feedback on what worked well and what areas need improvement, and identify potential systemic issues that may be contributing to attrition. During the spring of 2022, at the peak of the Great Resignation, [USA Today](https://www.usatoday.com/story/money/2024/03/18/great-resignation-still-happening-some-industries-quitting/72982291007/) revealed that a record 4.5 million American workers were leaving their jobs each month, accounting for 3% of the entire US workforce. As an HR pro, few things sting more than losing a top performer. After all, the greater goal for any company is to retain valued employees. But what if you could turn those dreaded exits into a goldmine of insights to make your company an even more irresistible place to work? That’s where exit interviews come in handy. When you make exit interviews count, you get valuable data to boost retention rates and create a more positive, engaging workplace culture. After all, HBR reports that companies with a strong corporate culture see a 4x increase in revenue growth compared to companies with a weak culture. --- **Jump to a Section:** - [Why Are Exit Interviews Critical for HR Success?](#why-are-exit-interviews-critical-for-hr-success "Why Are Exit Interviews Critical for HR Success") - [Sample Exit Interview Questions](#Sample-Exit-Interview-Questions "Sample Exit Interview Questions") - [How to Conduct an Exit Interview Like A Pro](#How-to-Conduct-an-Exit-Interview-Like-A-Pro "How to Conduct an Exit Interview Like a Pro") - [How Can You Use Data from Exit Interviews? ](#how-can-you-use%20data-from-exit-interviews "How Can You Use Data from Exit Interviews") - [How to Hire New Employees: The Smarter Way](#How-to-Hire-New-Employees-The-Smarter-Way "How to Hire New Employees: The Smarter Way") --- ## Why Are Exit Interviews Critical for HR Success? Exit interviews offer a private environment for departing employees to express their perspectives during the [offboarding process](https://employtest.com/hrblog/employee-offboarding-process-checklist/). [HBR](https://hbr.org/2016/04/making-exit-interviews-count) summarizes what companies can learn from exit interviews: **Why employees stay, why employees leave, and how the organization needs to change.** #### **Pinpoint Retention Issues** Understanding the specific reasons behind departures helps you see patterns or systemic problems that may be driving attrition rates higher. Common factors like poor management, lack of growth opportunities, uncompetitive compensation, and cultural issues can be identified. #### **Improve Employee Experience** The insights gained from exit interviews reveal areas where you can improve different parts of the employee journey – from recruitment and onboarding to training, development, and workplace policies. Armed with this knowledge, you can refine your strategies to better attract, engage, and retain top performers at every stage. #### **Exit Interviews Provide a Benchmark** [Exit interview data](https://hirebee.ai/blog/recruitment-metrics-and-analytics/tapping-into-exit-interview-analytics-extracting-valuable-insights-for-continuous-improvement/) enables you to objectively evaluate how your company’s employee engagement and retention metrics compare to industry standards and best practices. This external benchmarking is critical for knowing if you are truly providing a rewarding, exemplary employee experience. #### **Validate Hiring and Assessment Practices** Exit data can show if your recruitment process was successful at identifying top applicants in the first place. If not, it may signal a need to re-evaluate your hiring processes, or a need to try insightful, reliable, and powerful tools, such as [pre-employment tests](https://employtest.com/tests/)! ![Positive Exit Interview](https://employtest.com/wp-content/uploads/2024/06/positive-exit-interview.jpg "Positive Exit Interview") ## Sample Exit Interview Questions Creating questions that encourage honest dialogue maximizes the value of your exit interviews. The sample questions in this list are designed to uncover the root causes of an employee’s departure and give you an understanding of their experience within your company. Download your free printable [Sample Exit Interview Questions here!](https://employtest.com/wp-content/uploads/2024/06/Sample-Exit-Interview-Questions.pdf?utm_campaign=WP-Blog-Promotions&utm_medium=Blog-post&utm_source=Website&utm_content=downloadable-asset&utm_term=Sample-Exit-Interview-Questions) #### **Questions about their role and responsibilities:** - What were the most and least satisfying aspects of your job role? - Did you feel that your skills and talents were fully utilized in your position? - Did you have access to the necessary resources and support to be successful in your role? #### **Questions about the work environment and culture:** - How would you describe the overall company culture and work environment? - Did you feel a sense of belonging and inclusion within your team and the broader organization? - What specific areas do you think could be improved to create a more positive and productive work environment? #### **Questions about management and leadership:** - How would you rate the quality of management and leadership within the company? - Did you receive constructive feedback, guidance, and support from your direct manager? - What could the management team do better to effectively support, motivate, and empower employees? #### **Questions about career growth and development:** - Did you feel there were adequate opportunities for professional growth and career advancement within the company? - Were you satisfied with the training and development opportunities provided? - What could the company do to better support and foster employee career growth and development? #### **Questions about compensation and benefits:** - Were you satisfied with your overall compensation package, including salary, bonuses, and other incentives? - Did the benefits offered meet your needs and expectations? - How competitive do you feel the company’s compensation and benefits offerings are compared to other organizations in the industry? #### **Questions about their future plans:** - What were the primary factors that influenced your decision to leave the company? - What are your future plans, whether it’s a new job opportunity, further education, or other pursuits? - Is there anything the company could have done differently to persuade you to stay? By asking these questions, you’ll gain a comprehensive understanding of the employee’s experience that uncover areas of improvement. ![Conduct Exit Interviews](https://employtest.com/wp-content/uploads/2024/06/conduct-exit-interviews.jpg "Conduct Exit Interviews") ## How to Conduct an Exit Interview Like A Pro: A Step-By-Step Guide In an [article by Forbes,](https://www.forbes.com/sites/nextavenue/2015/06/04/exit-interview-dos-and-donts/) the interviewee’s dos and don’ts for conducting exit interviews were outlined, emphasizing the significance of conducting them effectively. Now that you understand the importance of exit interviews, the types of questions to ask, and the importance of maintaining a positive approach, it’s time to put your knowledge into action. Download your[ free step-by-step guide](https://employtest.com/wp-content/uploads/2024/06/How-to-Conduct-an-Exit-Interview-Like-A-Pro.pdf?utm_campaign=WP-Blog-Promotions&utm_medium=Blog-post&utm_source=Website&utm_content=downloadable-asset&utm_term=How-to-Conduct-an-Exit-Interview) to conduct exit interviews like a true HR superhero! 1. **Schedule the interview**: Arrange a time and private location that is convenient for the departing employee. Ensure confidentiality to encourage open and honest communication. 2. **Set the stage**: Begin by thanking the employee for their time and contributions to the company. Explain the purpose of the exit interview and emphasize that their feedback will be used to improve the workplace for future employees. 3. **Ask open-ended questions**: Use the questions outlined earlier as a guide, but feel free to ask additional probing questions based on the employee’s responses. Open-ended questions encourage more detailed and insightful feedback. 4. **Listen actively**: Maintain eye contact, nod, and take comprehensive notes to show that you are fully engaged and value the employee’s feedback. Avoid interrupting or becoming defensive, even if the feedback is critical. 5. **Address any concerns**: If the employee raises specific concerns or issues, address them professionally and objectively. Avoid becoming defensive or dismissive, and focus on understanding their perspective. 6. **Discuss the transition process**: Ensure the employee understands the next steps in the transition process, such as the return of company property, final pay, and any non-compete or non-disclosure agreements. 7. **Thank the employee**: Express your sincere appreciation for their time, candor, and feedback, and wish them well in their future endeavors. 8. **Document the interview**: After the interview, promptly and thoroughly document the feedback and insights gathered. This will ensure that the valuable information is not lost or forgotten and can be effectively utilized to inform future improvements. By following this comprehensive template, you’ll be well-equipped to conduct exit interviews that are professional, insightful, and respectful of the departing employee’s experience and perspective. ## How Can You Use Data from Exit Interviews? Conducting exit interviews is just the first step in the process. The real value lies in how you effectively use the insights to drive meaningful change within your organization. Here are some strategies for maximizing the impact of your exit interview data: #### **Identify Trends and Patterns** Carefully analyze the feedback and look for recurring themes, issues, or concerns that multiple departing employees have identified. These patterns may indicate systemic problems that need to be addressed. #### **Develop Actionable Plans** Based on the feedback received, develop action plans to address areas of concern. These plans should outline concrete steps, timelines, measurable goals, and clear accountability measures. #### **Level Up Your Recruitment Strategies** Exit interviews can help you improve your selection and assessment processes. For example, if employees cite poor skills fit or mismatched expectations, consider re-evaluating job profiles or using pre-employment tests to assess technical skills, culture fit, and other factors early in your hiring process. #### **Enhance Onboarding and Training** Use the exit interview data to identify gaps or areas for improvement in your organization’s onboarding and training programs. Ensure that new employees are properly prepared and supported from day one. #### **Improve Communication and Feedback Loops** Provide targeted leadership coaching, training, and feedback to strengthen any gaps or poor behaviors highlighted in the interviews. #### **Continue Monitoring** Continuously monitor metrics like employee engagement, compensation rates compared to the market, promotion rates, turnover, and exit interview feedback to assess the impact of improvement initiatives implemented. ## How to Hire New Employees: The Smarter Way Exit interviews are an amazing tool for understanding what’s really going on with your existing employees. But what about making sure you hire the right people from the start? [Pre-employment tests](https://employtest.com/tests/) got your back. Pre-employment testing offers a ton of additional upsides: - Reducing costly turnover from hiring the wrong people - Building cohesive, high-performing teams aligned with your culture - Creating a standardized, positive experience for all candidates - Saving time by identifying top talent more quickly - Gaining insight into who truly has the skills to hit the ground running Instead of just taking someone’s word for their experience or expertise, [pre-employment assessment tests](https://employtest.com/) let you see their actual capabilities in action through job-relevant simulations, situational tests, personality profiles, and more. If this powerful tool sounds like something that your company would benefit from using, try a free [sample](https://employtest.com/pre-employment-test-sample/) test today! --- ### [How to screen for interpersonal skills](https://employtest.com/hrblog/how-to-screen-for-interpersonal-skills/) **Published:** March 29, 2018 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![How to find candidates with interpersonal skills.](https://pictures.contentlead.com/How-to-find-candidates-with-interpersonal-skills_16000902_40045235_1_14133478_331.jpg) How to find candidates with interpersonal skills. In 2017, [74 percent of state and local agencies](https://slge.org/wp-content/uploads/2017/06/State-and-Local-Government-Workforce-2017-Trends.pdf) planned to hire additional employees, according to a survey done by the Center for State and Local Government Excellence. With the economy continuing to do well and the employment rate remaining low, applicants may be difficult to come by. Recruiters who work with local government will want to focus on specific traits that are most in demand. For example, 65 percent of employers at this level are looking for candidates with strong interpersonal skills. ![Group of professionals talking](https://pictures.contentlead.com/x_0_0_0_14064114_800.jpg)The ability to work with others is one of many interpersonal skills. **What are interpersonal skills and why are they important?** These are, in short, people skills. How a person interacts with others, takes feedback and communicates ideas all fall into this category. Generally, individuals who are thought of as a “people’s person” and are widely well-liked will rank high in this category. Having a team of employees who are all pleasant to work with can create a more effective, enjoyable work environment. In small offices at the state and local level, this is especially important as one negative person can effect the satisfaction of the entire group. A lack of these soft skills can also lead to high turnover. In one study published by High Speed Training, [89 percent of employees](https://www.highspeedtraining.co.uk/hub/attitude-over-skills-recruitment/) who failed in the first 18 months were rated as “bad hires”. Of those, 66 percent were judged to be a poor choice because of a lack of interpersonal skills. Not only can that make it difficult to work with others, but it can also lead to a person’s dissatisfaction if they bristle against a social company culture. **Most important skills** Interpersonal skills can cover a broad array of abilities. Before entering interviews, the employer or direct manager for the role may be able to shed insight on which of these areas is most important for the job. According to The Balance, [here are some key traits](https://www.highspeedtraining.co.uk/hub/attitude-over-skills-recruitment/) to keep in mind: - Active listening - Collaboration - Conflict management and resolution - Giving and receiving constructive criticism - Creative thinking - Empathy - The ability to encourage and support coworkers - Natural inclination to help others - Leadership - Self-motivation - Self-confidence - The ability to network - Body language - Public speaking - Respectful of others - Strong verbal communication **How to test for them** A face-to-face interview is one long screening process for these types of skills since you’re directly communicating with the candidate and can judge the abilities of the person. The first step is to make sure you include information about the company culture and [soft skills](https://employtest.com/videos/hiring-for-soft-skills/) requirements in any job listing or initial email with applicants. People who do not interact well with others will probably stay away from jobs that put a heavy emphasis on teamwork and collaboration. Once the interview starts, encourage employees to tell stories rather than list their personal characteristics. Questions like “tell me about a time when you worked on a team to solve a problem” tend to reveal more than questions like “list your top three traits.” When individuals are asked to recount a story, it’s more difficult to lie since they’ll need to fill in the details about an experience. Another tactic is to describe a problem that requires interpersonal skills to solve. For example, what would the person do if a coworker was interrupting the workday with loud or inappropriate behavior. Ask the candidate how they’d handle the situation to see how they’d deliver feedback and approach another employee. If that still doesn’t give you the information you need, bring in other parties to judge the abilities of the candidate. For example, have a receptionist or secretary greet all people before the interview. How they interact with him or her can say a lot about their personality. By choosing well, you may be able to increase retention rates for local and state government positions and also help improve the satisfaction levels of both employers and new hires. **Blog Categories:** Hiring Tips --- ### [Healthcare Staff Assessment: Level Up Your Healthcare Recruitment](https://employtest.com/hrblog/healthcare-recruitment-assessment/) **Published:** April 10, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ### **How would you determine the most appropriate candidate for the job in the healthcare system?** Identifying the ideal healthcare candidate in healthcare recruitment involves a thorough screening process. Review qualifications and experience to ensure minimum requirements are met. Conduct pre-employment tests to evaluate clinical skills, critical thinking, and other competencies. It’s no secret that healthcare recruitment is facing an unprecedented staffing crisis. According to a recent survey by [Sterling](https://www.sterlingcheck.com/blog/2023/09/trends-in-healthcare-recruitment-2023-state-of-hiring-report/#:~:text=47%%20of%20HR%20teams%20are%20struggling%20to,16%%20are%20experiencing%20higher%20than%20typical%20turnover.), 47% of HR teams are struggling to find qualified talent, while an additional 16% are grappling with higher-than-typical turnover rates. The repercussions of this shortage are far-reaching, impacting not only healthcare organizations but also patients’ well-being. [Recruiteze’s](https://recruiteze.com/healthcare-recruitment/) alarming prediction suggests that by 2030, the United States could face a deficit of up to 100,000 physicians—a chilling statistic that underscores the situation’s urgency. During this hiring turmoil, healthcare organizations are scrambling to find effective solutions. [Jobvite’s](https://www.jobvite.com/lp/healthcare-recruiting-trends/) research highlights the top recruiting priorities: improving the quality of hires, enhancing employee retention rates, and reducing the time-to-hire. However, achieving these goals in the face of such a severe talent shortage is no easy feat. It’s time to think creatively and embrace innovative strategies that can help improve your healthcare recruitment efforts. One approach that is gaining traction since the pandemic is the implementation of [pre-employment assessments](https://employtest.com/pre-employment-test-sample/), commonly referred to in the medical field as healthcare staff assessments. ### **How Do Healthcare Staff Assessments Work?** [Pre-employment tests](https://employtest.com/explore) give objective data about candidate skills and provide valuable insight into the abilities and personality traits of potential new hires. A variety of pre-employment tests help hiring managers and HR teams determine whether an applicant is suitable for a specific role. The assessments can measure candidates’ [cognitive abilities,](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) relevant skills, expertise, and behavioral traits. ## **![healthcare recruitment](https://employtest.com/wp-content/uploads/2022/06/healthcare-recruitment-300x200.jpg "Therapist Looking At Athlete Filling Medical Form At Reception Counter")** ## **The Benefits of Pre-Employment Testing in Healthcare Recruitment According to [Leaders for Today](https://www.fiercehealthcare.com/hospitals-health-systems/hospitals-healthcare-systems-struggle-to-fill-vacant-positions), more than half of employers report rejecting applicants due to a lack of critical skills. To address this challenge, [pre-employment tests](https://www.forbes.com/sites/lisaquast/2011/09/13/pre-employment-testing-a-helpful-way-for-companies-to-screen-applicants/?sh=5c82202c2606) have become an essential hiring tool for managers. #### **Measure Soft Skills** Recruiting healthcare professionals with the right skill set can be challenging. Along with professional competencies, soft skills such as [**attention to detail**](https://employtest.com/attention-to-detail-test/) and communication abilities are also imperative in healthcare. Conducting a [pre-employment assessment tests](https://employtest.com/) can provide you with comprehensive insights beyond what a basic resume or interview can offer, allowing you to objectively evaluate candidates’ soft skills. #### **Reduce Unconscious Bias** Pre-employment test scores can provide a more objective assessment of a candidate’s skills and abilities, which can help reduce the impact of unconscious biases and improve the overall fairness of the hiring process. By relying on test scores as a guiding factor, employers can make more informed hiring decisions and ensure that they are selecting the most qualified candidates for the job. #### **Streamline Onboarding Processes** It is a common [misconception](https://www.linkedin.com/pulse/onboarding-underrated-misunderstood-common-people-lauri-kurki/?trk=read_related_article-card_title) that onboarding begins on the first day. It’s instead a process that starts the moment a job opening is publicly advertised. Pre-employment tests have proven over time to be a valuable part of that onboarding process. By assessing a chosen candidate’s weak points and understanding them on a professional level even before hiring, their onboarding experience can be personalized and optimized. For example, testing for a candidate’s data entry skills can influence the training they receive during the onboarding process. If they show solid basic data entry skills, but have issues with more complicated tasks, their onboarding could focus only on the aspects of the program they need help with. #### **Tackle Turnover** According to Health Care Management Review, [the cost of turnover](https://pubmed.ncbi.nlm.nih.gov/14992479/) at one major medical facility was more than 5% of the total yearly operating budget. For many hospitals, that can be the difference between profit and loss for the year. What strategies can healthcare organizations use to reduce turnover? While turnover can be caused by different reasons, one place to start is with the [hiring process](https://employtest.com/videos/3-steps-to-improve-your-hiring-process/). Because of the healthcare skills shortage, firms must make every hire count. Recognizing which job applicants are most likely to thrive long-term will reduce turnover. [Pre-employment tests](https://employtest.com/tests/) have shown to be very reliable providers of such information. Employers can make more informed hiring decisions by reviewing assessment results, which indicate the candidates who have the best long-term job success potential. ## **Which Tests Can You Use for Healthcare Recruitment?** For your healthcare facility to provide exceptional care and operate efficiently, your staff must have a diverse range of skills and abilities. Each role, from patient care staff such as nurses and back office administration roles such as receptionists, demands unique competencies. To help you navigate this complex landscape, use a pre-employment testing company offering a comprehensive healthcare staff assessment toolkit. Such testing categories should include: #### [**Customer Service Test**](https://employtest.com/customer-service-aptitude-test) Although customer experience is important for any organization, it’s especially important in the healthcare industry. Because their everyday tasks focus on treating patients, it is crucial to think of healthcare personnel as customer service representatives. Knowledgeable and customer-focused employees serve the best interests of both the consumer (patient) and the service provider. The customer service test focuses on abilities such as troubleshooting, decision-making, and communication clarity, among others. #### [**Attention to Detail Test**](https://employtest.com/attention-to-detail-test) Attention to detail is one of the most important skills for candidates to have, because it lowers their risk of making mistakes. Mistakes can lead to higher costs, miscommunication, and fatal results. Pharmacists and nurses, for instance, must be exceedingly cautious with drug specifics and dosages. The wrong medicine delivered at the wrong time might do great harm. A competent candidate will be able to show that they can recognize data inconsistencies, spot flaws in their own and others’ work, and accurately follow specific directions. #### [**Computer Skills Test**](https://employtest.com/computer-skills-test) For medical office staff, [computer skills](https://employtest.com/computer-skills-tests-for-applicants-employees/) are a must. These roles, which include receptionists, medical secretaries, and medical assistants, cover a wide range of responsibilities. Their day-to-day tasks include scheduling appointments, collecting patient information, and processing paperwork such as billing and insurance. Your administrative hires should be comfortable with computer systems and software, including security and password protocols, as well as Electronic Medical Record (EMR) systems, if applicable. They should also be able to manage files, enter data accurately, and communicate effectively via email or other electronic means. #### [**Medical Office Skills Test**](https://employtest.com/medical-office-testing) To really understand your applicants’ technical ability and healthcare qualifications, you can administer a [medical office staff skills test](https://employtest.com/medical-office-testing). This test includes subjects such as medical billing and coding, knowledge of most-used abbreviations, and HIPAA compliance. ### **Strengthening Healthcare Recruitment with Pre-Employment Assessments** In the midst of the healthcare recruitment crisis, simply increasing employee count is not enough. You need to hire the most qualified candidates for each role. Healthcare staff assessments not only improve morale and decrease turnover but also enhance the overall patient and employee experience. Pre-employment tests make it easier for HR managers to assess candidates’ abilities, regardless of industry or sector. By avoiding costly hiring mistakes, organizations can reduce hiring expenses by [5 to 20 times](https://employtest.com/hrblog/what-does-a-bad-hire-really-cost-your-business), ensuring better cost management and minimizing the financial impact of mistakes made by underqualified hires. To calculate how much your company can save by using pre-employment tests, try this [ROI calculator tool.](https://employtest.com/helpful-tools/roi-calculator/) To determine which test suits your HR team’s needs, review this [test list](https://employtest.com/tests/), then try a free[ sample test](https://employtest.com/pre-employment-test-sample/) today! **Blog Categories:** healthcare aptitude test, medical office skills test --- ### [5 simple ways to keep employees engaged](https://employtest.com/hrblog/5-simple-ways-to-keep-employees-engaged/) **Published:** March 2, 2020 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes Sure, your staff members are working every day to receive a paycheck, but that’s not the only thing that’s going to motivate them to do their jobs efficiently. Being satisfied in the workplace revolves around staying engaged – feeling like you’re a part of a team that’s valued and appreciated by the company. When your employees lack motivation, they become apathetic, insufficient resources to the business – even with all of their skills and experience. Consider the following tips to ensure your staff members feel valued, appreciated and respected: **1. Encourage open communication** Communication is critical to keeping your employees engaged, according to the American Marketing Association. Providing consistent positive feedback, as well as constructive criticism, can keep staff workers on their toes and motivated to do better. Hold a monthly open meeting to address concerns, or schedule one-on-ones to meet with employees individually to keep them inspired. Remember that each staff member has a unique style of communication and will reach out to you differently – so make note of this. One worker may prefer to hash things out via email, while the next may find it difficult to talk in any form other than face-to-face. Understand this to communicate properly and effectively with each individual. **2. Recognize hard work** Positive feedback certainly goes a long way, but make sure it’s not only reaching employees through word of mouth. Consider incentives that go beyond current benefits provided by the company – perhaps an annual monetary bonus, extra day of paid vacation or something as simple as a gift card. By giving your staff workers an extra incentive, they’ll be driven to stay focused and make moves to work as diligently as possible. **3. Be respectful to earn respect** Your employees can feel bogged down – and disrespected – by the idea of being micromanaged, especially if they’re perfectly capable of handling the tasks at hand on their own. Avoid this by treating each and every staff member with respect and dignity. Inc. Magazine suggested building strong relationships by [getting to know them on a more personal level](https://www.inc.com/marcel-schwantes/10-best-ways-to-keep-employees-happy-engaged-and-working-hard.html), whether that’s on a quick coffee break or after hours for drinks with the team. Making the effort shows that you respect them and care enough about their work ethic and contribution. **4. Acknowledge and support new ideas** If there’s an instance when a small problem arises in the workflow and a staff member comes to you with a potential solution, hear him or her out. This is a true sign that [they care about the business](https://www.forbes.com/sites/theyec/2013/08/21/37-ways-to-keep-your-employees-motivated-from-a-37-year-old-entrepreneur/#410200c115be), according to Forbes. Giving staff members a chance to make the solution work can motivate them to work harder and stay engaged in their day-to-day. **5. Set a prime example** If you want your employees to stay motivated and work efficiently, you need to set a prime example yourself. As the Young Entrepreneur Council wrote in Forbes: “If my employees don’t perceive me as a worthy leader, how can I expect them to believe in our mission and help achieve it?” Take pride in your leadership role and display it proudly for your staff members to see. Additionally, consider this: Will your employees be willing and motivated to take on a task that they couldn’t picture you completing? If you’re not engaged, how can you expect them to be engaged? Be realistic and set expectations that are attainable. This will help your staff members feel confident about reaching said goals and expectations. **Blog Categories:** Employment Tips --- ### [Is there still a need for a Microsoft Office Skills Test?](https://employtest.com/hrblog/is-there-still-a-need-for-a-microsoft-office-skills-test-2/) **Published:** April 26, 2024 **Author:** Ken Crowell **Content:** Reading Time: 8 minutes ### What to expect in a Microsoft Office assessment? A Microsoft Office test assesses skills across Word, Excel, PowerPoint, and potentially Outlook. It evaluates document formatting, data, and formulas, slide creation with multimedia, and email or calendar management. A Microsoft Office skills test measures overall Office suite proficiency. Microsoft Office is one of the most commonly used software tools today. It’s an essential part of almost any clerical and administrative work and is used in businesses and government institutions around the world. Because of its widespread use, many employers may even doubt there’s a need for job applicants to take a Microsoft Office Skills Test. Everyone already knows the Office program by now, right? On the other hand, some organizations believe it would be a mistake **not** to test applicants. Because it’s a tool that employees will use daily, an employer should want to test applicant skills before hiring, so they have a clear idea of what kind of assistance or training the new hire may need during on-boarding. ### **Microsoft Office by the Numbers** Microsoft Office is[ used by 1.2 billion people worldwide](https://expandedramblings.com/index.php/microsoft-office-statistics-facts/). Office 365 has more than [200 million users](https://office365itpros.com/2020/04/30/office365-teams-power-growth/), which means that one in every five businesses is using the suite for their day-to-day work. The ability to efficiently use Microsoft Office is one of the most sought-after business skills and Microsoft Office [skills rank 4th of the top 20 required](https://askwonder.com/research/future-jobs-requiring-microsoft-word-powerpoint-excel-project-skills-industry-hdtnprnqv) across all occupations Usage of other tools provided by Microsoft are also on the rise. A great example is Microsoft Teams, due to the ability to help with remote work requirements. ## **Why test applicants with a Basic Computer Skills Test for Employment?** [Employers almost always rely on resumes](https://employtest.com/hrblog/job-applicant-resume-trends) as a way to learn about their job applicants. But resumes may not always be a reliable source for multiple reasons. First, the candidates are tempted to embellish their skills on their resume. It’s human nature for us to present our abilities in a positive light, but excessively exaggerating skills is not beneficial for anyone. Second, even if they don’t exaggerate their skills, it’s not always easy for a candidate to accurately know their own skill level with Microsoft Office. What may seem as “advanced knowledge” to a candidate may not be considered “advanced” for the company hiring them. That’s why a [basic computer skills test](https://employtest.com/computer-skills-tests-for-applicants-employees/) for employment purposes may be the first step to learning which computer skills the candidates are bringing to the job. It will ensure that each applicant has the baseline of technology skills. ### **Jobs Requiring Microsoft Office Skills** Because Microsoft Office is one of the most used tools in the business world, it’s easier to find jobs that *don’t* have at least some use for these skills. If you’re looking for administrative assistants, accountants, retail managers, and financial analysts, having skill in Microsoft Office is a must. It’s also important to note that many other job roles don’t use Office on a day-to-day basis, but still require presenting data and filling reports regularly. These jobs as well are best suited to candidates that have a basic level of Office knowledge for these tasks. A Microsoft Office skills test is therefore the best way to select the employees that could handle the day-to-day workload. ## **Microsoft Office Skills Test: Which Skills to test for** Because Microsoft Office has so many advanced options, it may be difficult to know which skills are needed for your open job position. How will you determine which skills should be tested using a Microsoft Office Skills Test? One solution that can help is to conduct a survey with your employees, especially those in similar roles, to see what are the most common tasks that are performed in Office on a daily basis. Another strategy is to ask your IT team, specifically the “Desktop Support” team, if that exists. This team will be aware of the most common questions or troubleshooting that they deal with and make suggestions on what should be [included on the tests](https://employtest.com/). The results of these surveys, whether informal (casual conversations) or formal (written analysis), will help you know the basic skills required for each new hire for that position. ## **What to Assess with a Microsoft Word Proficiency Test** Microsoft Word may seem like a simple tool with many basic features, but it also packs a punch when it comes to advanced features. #### **Beginner Word user** This level covers the[ basic skills that you need to use Microsoft Word](https://www.makeuseof.com/tag/5-microsoft-word-excel-skills-must-succeed-office/). The candidate should know how to create a Word document, use dynamic page layouts, format text within Word, insert images and bookmarks into a Word document, create and modify tables, create graphs and charts, print a text written in Word, and perform a grammar check. #### **Intermediate Word User** Intermediate level skills expand on the basic skills and are often used when publishing and sharing Word documents. They include sharing and copying documents, inserting hyperlinks into a document, exporting documents into other formats, using a revision history, and adding cover pages and page numbers. #### **Advanced Word User** An advanced Word user should know how to design and create forms and templates. They should also manage large documents and create sub-documents and master documents. Advanced users need to understand how to create macros and use them to automate tasks within a Word document. ## **What to Assess with a Microsoft Excel Skills Test** Microsoft Excel skills are often cited on a resume, but there’s a wide range of ability levels, as it’s a[ complex and powerful tool](/hrblog/using-excel-proficiency-test-hiring-0). A Microsoft office skills test can help you rank the candidates based on their skills level. #### **Beginner Excel user** The simplest tasks done in Excel are the ones that will be used on most jobs. They include creating a worksheet, inserting and naming tabs, basic text formatting within Excel, cell formatting, printing and sharing a sheet with coworkers, and inserting a comment. #### **Intermediate Excel user** Intermediate skills are useful in most accounting and sales positions. They involve working with numbers and large sets of data in a streamlined and automated fashion. Such a user should know how to make a copy of an Excel document, import data from another Excel document, use number formatting, insert charts, and graphs, use functions, sort, and filter data, use revision history, and export documents into other formats. #### **Advanced Excel user** The candidate with advanced Excel skills can apply for the most complicated jobs in the field. They should be able to use advanced functions, customize and edit charts and graphs, insert pivot tables, and assign name ranges. An advanced user should also know how to install and use add-ons. ## **What to Assess with a Microsoft PowerPoint Skills Test** PowerPoint users often have difficulty knowing their skill level because there are many hidden features that aren’t used by an average user. A Microsoft PowerPoint Skills test administered before an interview can divide the users into three groups. #### **Beginner PowerPoint user** Most jobs require only basic PowerPoint skills. A basic PowerPoint user should know how to create and name a presentation. A user should also choose a theme, insert and delete slides, and duplicate slides. They need to know how to insert images and tables, share a slide with coworkers, and change a presentation format. #### **Intermediate PowerPoint user** Intermediate PowerPoint skills include copying a slide, importing slides from other documents, working with slide backgrounds, using shapes and lines. Such a user should also know how to add a video to the presentation and add hyperlinks. They need to know how to use revision history to collaborate with others. #### **Advanced PowerPoint user** Advanced PowerPoint skills include using design idea tools, adding animations and transitions to the presentation, editing images, working with objects in the Format menu, and using auto-advance to present. ## **Benefits of Using a Microsoft Office Skills Test** Just because candidates list “Proficient in Microsoft Office” on their resume doesn’t make it true. You need an objective way to verify their skills are legit before bringing them aboard. That’s where using a Microft Office Skills test comes in. Administering a properly designed Microsoft Office assessment allows you to: ## **How Using a Microsoft Office Skill Test Saves On Training Costs** On-boarding is[ one of the biggest expenses](https://www.glassdoor.com/employers/blog/hidden-costs-employee-onboarding-reduce/) that a company has in the hiring budget. It can be especially demanding for a smaller business, which doesn’t have a large on-boarding staff (or budget) to manage the process. It takes time to train the employees so that they can help and your organization will need to dedicate resources away from other more profitable tasks. Using [Microsoft Office Skills tests](https://employtest.com/microsoft-office-skills-test/) will show which skills the candidates are lacking and what the training should focus on. This too is a useful way to make the training more efficient and less costly in the long run. If more training is required, you’ll know in advance, to aid with scheduling training at the onset of employment. This all works toward the goal of making the new hire more productive, starting on Day 1 of employment. ### **How Using a Microsoft Office Skills Test Lowers IT Workload** The role of an IT department is to manage important technology structures, as well as other complex technology-related tasks. They shouldn’t provide on-the-job training or troubleshooting for employees learning to use Microsoft Office. IT departments are often big proponents of using a Microsoft Office skills test because hiring employees who perform well on such a test can lower IT’s workload. When employees are uncertain about their Office skills or don’t have the skills to begin with, the result is valuable IT team time being consumed by basic-level desktop support. By hiring the employees with the right skill set, you’re freeing up the important time that an IT department could use more productively. ## **Lowering Turnover by Hiring Skilled Employees** Turnover presents another costly problem that a business needs to face. Making more informed decisions during the hiring process is one strategy to reduce turnover. If employees stay with the company for a long time, retention is higher and the overall cost of recruitment and training is lower. Teams of employees work more efficiently and in a more cohesive fashion when they aren’t interrupted by the constant influx of new employees (and departures of current staff). It’s also easier to retain customers when they form a working relationship with an employee who’s been with a company for a longer period of time. You can achieve these by improving the recruitment process by [using the Office tests](https://employtest.com/tests/) in the hiring process. ## **How Microsoft Office Skills Tests Strengthens Corporate Culture** Using a Microsoft Office skills test to assess what employees suit the needs of an employer can have an impact on strengthening corporate culture. It’s a way to promote and[ champion meritocratic ideals](/hrblog/diversity-inclusion-initiative-can-be-aided-by-testing) when hiring and treating employees. The tests could also mean parity and increased opportunities for employees from disadvantaged backgrounds. The reason is that the hiring process is based on actual objective results (from tests), rather than previous opportunities, education or work experience. An unbiased hiring process isn’t just about maintaining the employer’s reputation. It’s also a way to gain access to the very best of potential employees based on their demonstrated verifiable skills. ## **How to Administer a Microsoft Office Skills Test** Today’s job market is competitive and companies are under pressure to find top applicants that suit their needs. At the same time, the stress of the application process can have a negative impact on job applicants. It’s important to give each applicant the best chance to succeed, at this stage of the hiring process, by explaining the purpose of the test, the test topics and how it works. At the same time, you should also be transparent with the applicants about how their performance on the test will impact the hiring decision. ## **Tips for Conducting a Microsoft Office Skill Test** In order to make the Microsoft office skills test less stressful for the candidates, it’s wise to follow these guidelines: - Advise the candidates about the purpose of the test and which skills will be measured. - Ensure that all candidates receive the same tests or the same level of testing. - Be transparent about how the test scores will factor into the hiring decision. - Let the candidates know if they will receive results and when they can expect to hear from the hiring team. ## **Microsoft Office Skills Test: Summing it Up** Microsoft Office is one of the most used tools in administrative and clerical work. It’s a complex set of tools that provides much more functionality than the average user is aware of. That’s why, rather than guessing at the applicants’ skill sets, it’s a better strategy to use a [Microsoft Office skills test](https://employtest.com/microsoft-office-skills-test/) to determine how well a candidate knows the Office programs. Doing so will help you identify the top prospects in your applicant list. It will also ultimately lower your turnover costs, as well as training costs. The key is to make sure you’re testing at the correct skill level for each program and make sure your candidate understands the process. The applicant you don’t hire today may be a great fit for a different role in the future. **Blog Categories:** computer skills test, microsoft office tests --- ### [HR Teams: How to Conduct Virtual Interviews](https://employtest.com/hrblog/how-to-conduct-virtual-interviews/) **Published:** April 16, 2024 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes ***To conduct virtual interviews, prepare thoroughly. Test your tech setup, organize questions, and create a professional setting. During the interview, actively listen, allow two-way dialogue, and evaluate skills and remote work readiness.*** ***Using pre-employment assessments can also provide valuable insight into candidates’ abilities, personalities, and job fit for remote roles.*** [Remote work](https://www.google.com/search?q=remote+work+statistics&rlz=1C5GCCM_en&oq=rempte+work+stat&gs_lcrp=EgZjaHJvbWUqCQgBEAAYDRiABDIGCAAQRRg5MgkIARAAGA0YgAQyCQgCEAAYDRiABDIJCAMQABgNGIAEMgsIBBAAGAoYDRiABDIJCAUQABgNGIAEMgkIBhAAGA0YgAQyCQgHEAAYDRiABDIJCAgQABgNGIAEMgkICRAAGA0YgATSAQg1NTY0ajBqN6gCALACAA&sourceid=chrome&ie=UTF-8) is the new reality for professionals worldwide, and it’s here to stay. However, as members of HR teams, adapting to virtual interviews has probably left many feeling a bit lost at sea. If that describes you…you’re not alone. [Workable](https://resources.workable.com/stories-and-insights/challenges-of-remote-hiring) reports that 33.1% of employers view remote hiring as their biggest challenge in the post-pandemic labor market. Between the lack of body language cues, potential tech snafus, and the struggle to build rapport through a screen, it’s easy to see why. Here’s the good news though: Mastering virtual interviews opens up a world of opportunity. You’ll gain access to an endless talent pool free from geographic constraints. You can attract and hire the brightest minds from every corner with the right strategies. ### **What is a Remote Interview?** A remote job interview is an interview for a specific role that takes place virtually instead of in person. Rather than meeting face-to-face, the interviewer and candidate connect via video conferencing tools such as Zoom, Google Meet, Skype, or Teams. This approach offers flexibility and convenience for both parties, eliminating the need for travel and associated costs. ## **How Can HR Teams Prepare for Virtual Interviews? ![Hr Teams How To Conduct Virtual Interviews](https://employtest.com/wp-content/uploads/2024/04/HR-Teams-How-to-Conduct-Virtual-Interviews-300x195.jpg "Hr Teams How To Conduct Virtual Interviews")** Proper preparation is key. HR teams can ensure a smooth and efficient virtual interview experience by following these guidelines: #### **Communicate Clearly** When scheduling the interview, provide comprehensive details, including the date, time (and time zone), interview platform (Zoom, Skype, Google Meet, etc.), and whether it will be an audio-only or video interview. Clarity from the outset sets the right tone and helps candidates feel at ease. #### **Test Your Technology** Ever been late for a meeting because your video conferencing software needed an update? Nothing is more frustrating than technical glitches during an important interview. Conduct a dry run to ensure your microphone, webcam, and internet connection are working properly. Consider using virtual background tools to maintain a professional, distraction-free setting. #### **Create a Structured Interview Plan** Create a list of questions in advance and have it open in front of you, so you can add candidate answers or notes as needed. If you’re interviewing to fill a remote (work-from-anywhere) position, include questions to help you determine if the candidate will be a good remote worker. [Upwork](https://www.upwork.com/resources/remote-interview-questions) suggests using these interview questions: - How do you create strong engagement with other team members despite the physical distance? - What remote communication and project management software and tools are you familiar with? - What techniques will you use to stay motivated and focused while working remotely? Plan to include information about your company and culture as well. #### **Use Pre-Employment Assessments** [65% of companies](https://employtest.com/hrblog/remote-hiring-statistics-hr-teams/) use pre-hire assessments to decide which candidates move forward in the recruitment process. These tools can be particularly valuable for HR teams hiring for remote roles, where in-person interactions are limited. [Pre-employment tests](https://employtest.com/tests/) can help you evaluate a candidate’s [cognitive abilities](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/), [personality traits](https://employtest.com/personality-profile/), [job-specific skills](https://employtest.com/basic-employment-skills-test/), and cultural fit, providing a more comprehensive understanding of their potential through data provided by test scores #### **Study the Candidate’s Background** Review the candidate’s resume, cover letter, portfolio (if applicable), and other materials thoroughly. Familiarize yourself with their qualifications and experiences to ask meaningful follow-up questions and engage in a more substantive conversation. #### **Set the Stage** Choose a quiet, well-lit space free from distractions. Dress professionally, as you would for an in-person interview, to maintain a professional tone and respect the candidate’s time and effort. #### **Have a Backup Plan** If an interview starts to stall from the start due to difficulty getting video software or a virtual meeting room to function, be prepared to switch fluidly into simple phone call mode. Your candidate will only become more flustered and nervous if the call is delayed due to tech issues #### **Confirm Before the Interview** Emails with meeting details can get lost or accidentally archived or deleted, so send a follow-up the day before or the morning of the interview to ensure your candidate has all the information they need. Make this message personable to put them at ease. ## **How To Conduct Virtual Interviews Successfully** With the proper preparation in place, it’s time to dive into the remote interview. Here are some tips for HR teams to ensure a smooth and effective experience: #### **Establish Rapport** Start the interview with a warm greeting and some light conversation to help the candidate feel comfortable. A positive first impression can go a long way in creating a relaxed atmosphere conducive to open and honest dialogue. #### **Be an Active Listener** Have you ever been in a meeting where you see the person leading it responding to emails? Nothing is more disheartening to a candidate than to feel what they have to share isn’t important. During the interview, practice active listening by giving the candidate your undivided attention. Maintain eye contact (through the camera), nod, or provide verbal cues to show you’re engaged. And for goodness’ sake, shut down your email and other productivity apps to avoid multitasking. #### **Ask Probing Questions** While sticking to your structured interview plan, don’t be afraid to ask follow-up questions or probe deeper into a candidate’s responses. This approach can reveal valuable insights into their thought processes, problem-solving abilities, and overall fit for the role. #### **Assess Remote Work Readiness** For remote positions, it’s crucial to evaluate a candidate’s suitability for remote work. Ask about their experience with remote collaboration tools, time management strategies, and ability to work independently with minimal supervision. #### **Provide a Realistic Job Preview** Be transparent about the role’s expectations, responsibilities, and company culture. Offer a glimpse into the day-to-day realities of the position to ensure the candidate fully understands what they’re signing up for. #### **Allow Space for Questions** Leave ample time at the end of the interview for the candidate to ask their questions. This not only demonstrates your willingness to engage in an open dialogue but also provides valuable insights into their priorities and concerns. ### **Wrapping It Up** Remember, remote work is here to stay, and mastering the art of remote interviews will give you a significant competitive advantage in attracting and retaining top talent. Embrace the opportunity to connect with candidates from around the globe and enjoy the benefits of a diverse and talented remote workforce. With the right tools, including [pre-employment assessment tests](https://employtest.com/), HR teams can gain valuable insights into a candidate’s suitability for remote work, making more informed hiring decisions and setting your organization up for success. Request a [free sample test](https://employtest.com/pre-employment-test-sample/) today and experience how pre-employment assessments can supercharge your virtual interviews! **Blog Categories:** Hiring Tips --- ### [4 tips to hiring IT professionals](https://employtest.com/hrblog/4-tips-to-hiring-it-professionals/) **Published:** December 7, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Keep these four things in mind when hiring an IT professional.](https://pictures.contentlead.com/Keep-these-four-things-in-mind-when-hiring-an-IT-professional_16000902_40038717_1_14130408_500.jpg) Keep these four things in mind when hiring an IT professional. In the current business world, there is a high demand for information technology talent. As more companies continue moving their business processes and operations online, employers are increasing efforts to find the right types of IT professionals to ensure the transition goes smoothly. That said, organizations don’t always have success in filling hiring needs in the IT field. According to the Society of Human Resources Management, data scientists, information security analysts and software engineers are often the [most difficult roles to fill](https://www.shrm.org/topics-tools/news/technology/skills-based-hiring-poised-to-boost-talent-pipeline). But that doesn’t mean the growth of the business world’s digital presence is going to slow anytime soon. Instead, business leaders need to find more efficient ways to attract and hire the right individuals for IT positions. Here are four simple tips to do so: **1. Talk in the same terms as your audience** The effectiveness of your recruitment efforts relies heavily on your ability to speak keep the attention of potential candidates. One of the best and easiest ways for you to do so is to use the same terminology and language as prospective readers. When you’re describing what kinds of projects and responsibilities the employee will be taking on, be sure you use industry-relevant terms and point out information that will be most valuable. Don’t be afraid to advertise all of the perks and benefits that come along with working for your organization. **2. Start by testing for hard skills** There are a wide variety of ways for you to research a candidate’s education and job history, but if you want to make sure they’ll be able to contribute early on, there’s few better ways than pre-employment tests. [Pre-employment assessments](https://employtest.com/pre-employment-test-sample/) from EmployTest ensure that applicants have the skills necessary to complete the job for which you’re hiring. You should be able to make hiring decisions with the confidence that those individuals will be able to contribute on day one of work – assessments from [EmployTest](https://employtest.com/) help make that possible. ![Don't be afraid to test potential employees for skills they'll need at work.](https://pictures.contentlead.com/x_0_0_0_14108297_800.jpg)Don’t be afraid to test potential employees for skills they’ll need at work. **3. Then, look beyond those skills** As technologies of our machines and devices becomes more advanced, the responsibilities of all workers – especially those in the IT department – are changing regularly. While technical expertise is an important quality to have in an employee, there are other factors that should be considered as well. It is becoming increasingly important to hire employees with good social and soft skills as well. Although technologies are taking on bigger roles in day-to-day tasks of various businesses, organizations also need individuals who possess the communication and collaboration skills to manage and communicate with other employees. Another trait that is difficult to assess from a resume is attention to detail. Luckily, EmployTest’s [Attention to Detail tests](https://employtest.com/attention-to-detail-test/) are available to help you find IT professionals who have excellent attention to details. **4. Give recruitment software a try** Most job-seekers are looking for places to work in which they have the potential to grow and develop as employees. The same is true of top tech candidates. In the same vein, the majority of individuals looking for a new source of employment are searching for an organization that is both modern and relevant in the business world. That said, it’s important for your company to maintain a sleek appearance at all times. In staying with the times, it’s crucial to update your recruiting platforms. If candidates see that you’re using an outdated, inefficient system for talent management or acquisition, they are likely to look elsewhere for employment. As important as it is for candidates to impress hiring managers at your company, it’s important for you to impress potential employees as well. **Blog Categories:** employment tests, Hiring Tips --- ### [Basic Computer Skills Test: Computer skills to test applicants for](https://employtest.com/hrblog/computer-skills-to-test-applicants-for/) **Published:** April 25, 2024 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![What computer skills to test for](https://pictures.contentlead.com/What-computer-skills-to-test-for_16000902_40045379_1_14135984_500.jpg) What computer skills to test for ### What is a basic computer skills test? A basic computer skills test assesses core digital literacy abilities required for most jobs. It measures proficiency with operating systems, word processing, spreadsheets, presentations, email/calendars, internet browsing, and search engines. As technology becomes more ubiquitous, it’s important to make sure job applicants are able to complete any digital tasks required of them. In addition to soft skills like interpersonal communication and leadership, employees must have the minimum hard skills required for a position. Often, these include the ability to use specific hardware and software. **Decide what you need** Before posting a job listing, make sure to review the full list of requirements for a job and see if there are any complementary technology skills needed. For example, if one of the things an employee will need to do is evaluate data, make sure you know what computer program they will use to gather and interpret the information. Do they need to use spreadsheet or have the ability to sort through a database? Every computer program you anticipate an employee using within the first month of being hired should be listed in the description, if not, you may end up with applicants applying who are not equipped for the role. ![Woman typing on computer.](https://pictures.contentlead.com/x_0_0_0_14087845_800.jpg)Almost all jobs now require a basic level of computer literacy. **Basic computer competency** No matter what a person will do within a job, there are some basic computer skills most people need: typing, computer literacy and Windows operation. If someone will need to write content quickly or transcribe information digitally, you may want to test applicants’ typing speed. The average person can type [40 words per minute](https://www.ratatype.com/learn/average-typing-speed/) with 92 percent accuracy, according to Ratatype. Any candidate who will be responsible for mass amounts of data entry should exceed that. In addition to typing, there are some basic components to computer literacy that almost all jobs require. These include things like opening folders, moving files and using email. A basic [computer skills test](/computer-skills-test) should be able to confirm an individual’s ability to complete standard functions. **Microsoft Word and Excel** According to a study by BurningGlass Technologies, 82 percent of middle-skill jobs required basic digital competency, including using programs like Microsoft Excel and Microsoft Word. Word is one of the most common word processing programs. These types of systems are used to type, format and print documents. Chances are, if you’ve ever used a computer, you’ve used a word processor. For roles that will require employees to submit written reports or create documents for internal and external use, you may want to test for advanced ability like inserting tables and graphics. While a table can be used in a regular document to display data, complex data crunching or data tracking typically takes place in a spreadsheet program, like [Microsoft Excel](/excel-tests-job-applicants). Everything from tracking a basic budget to building in-depth financial models can be done using this type of software. Before testing for knowledge of spreadsheets, make sure to get a good understanding of how exactly an employee would use one in their job. For example, you may only need to verify a person’s ability to enter and review information. If the position requires the creation of presentations, putting together graphs and charts may be more important. Data-oriented positions might require a person to have deep knowledge of functions and formulas that can be used to calculate numbers within a spreadsheet. While the computer skills for most entry and mid-level jobs can be tested for using the options above, there are other options as well. Employers can assess candidates on the ability to navigate Windows operating system and use Microsoft Outlook or PowerPoint. Depending on the role you’re hiring for, different tests may be more or less important – explore EmployTest’s offer to learn more about [pre-employment computer skills testing](/computer-skills-test). **Blog Categories:** Computer Tests --- ### [Compassion's impact on workplace productivity](https://employtest.com/hrblog/compassions-impact-on-workplace-productivity/) **Published:** September 26, 2018 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Compassion's impact on workplace productivity](https://pictures.contentlead.com/Compassions-impact-on-workplace-productivity_16000902_40046263_1_14130148_500.jpg) Compassion’s impact on workplace productivity There are two schools of thought when it comes to workplace and employee management. Many leadership teams will focus on applying constant pressure, often following formulaic methods of praise and criticism, treating everyone identically regardless of individual productivity and value to the company. This approach often demands that rigid rules and hierarchy of communications be followed. However, a more compassionate form of leadership is beginning to take hold, thanks to multiple studies that show the atmosphere of pressure and continual monitoring can create stress, leading to health and productivity issues. According to a [2017 Roffey Park study](https://www.roffeypark.com/articles/compassionate-leadership/), leadership that shows an awareness of the suffering of others and is non-judgmental, tolerant of personal distress, empathic and able to determine and activate appropriate action provides a better workplace than leaders who fail to create a compassionate workplace culture. **The benefits of compassion** Compassion in the workplace provides many benefits, improving workplace culture and creating an environment that is welcoming and supportive of employees. According to a [2018 Glassdoor roundup](https://www.glassdoor.com/blog/companies-employees-happiest/) of 20 companies where employees are happiest, a top priority for workers is a company that provides support for work/life balance and personal as well as professional growth. For employees, when it comes to holding down a job, being able to communicate honestly with an employer about personal challenges affecting the job is important, A worker who knows if they call in sick they’ll be met with compassion over punishment is more likely to stay with the company and not quit without notice. ![A happy employee with a big smile](https://pictures.contentlead.com/x_0_0_0_14133155_800.jpg)When employees are happy with their workplace, everyone benefits. Workers who show up when they don’t feel well, still attempt to do their job and are recognized are also more likely to view their workplace as compassionate and friendly. It only takes a small gesture, such as a verbal recognition or a small token of appreciation, including an extended lunch hour or a shortened workday, to make the employee feel that pushing through to complete their tasks was well worth it. Even more noticeable is employee reaction to a workplace that takes stress seriously and strives to limit employee stress and burnout. According to the [Wellness Council of America](https://www.welcoa.org/blog/benefits-stress-management-employees/), symptoms of stress at work manifest in missed work days, lower productivity, higher medical costs and a higher incidence of employee turnover. A compassionate workplace can provide support for stress management and improve employee health, both physically, mentally and emotionally. A simple way to foster stress management is to permit employee socialization – a few minutes at the water cooler chatting can send employees back to work with renewed focus and lower stress levels, after connecting with colleagues who have the same challenges and stressors they do. Decreased stress means employees are less likely to burn out and more likely to be productive. **The financial benefits** Creating a compassionate workplace has the potential to lead to higher employee retention and satisfaction, increasing the company’s ROI and reducing churn. According to a [2015 survey of 1,000 employees by Virgin Pulse](https://connect.virginpulse.com/files/Survey_LaborofLove.pdf), nearly 60 percent of respondents said their relationship with their employer positively impacted their focus or productivity at work, and 44 percent said it positively impacted their stress levels. Overall, the survey indicated that having a supportive manager could be critical in driving employees’ workplace happiness and increasing productivity. Creating a compassionate, caring workplace may mean being willing to create flexible workplace policies, making it slightly more complicated to manage diverse employee needs. However, recognizing these needs and empowering employees to stay healthier and remain less stressed benefits the company bottom line in ways far beyond mere finances. **Blog Categories:** Employment Tips --- ### [Common cybersecurity mistakes employees make on work computers](https://employtest.com/hrblog/common-cybersecurity-mistakes-employees-make-on-work-computers/) **Published:** March 18, 2019 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Common cybersecurity mistakes employees make on work computers](https://pictures.contentlead.com/Common-cybersecurity-mistakes-employees-make-on-work-computers_16000902_40047123_1_14097966_500.jpg) Common cybersecurity mistakes employees make on work computers Over the past decade, computing technologies have become an essential part of professional working environments, leading some hiring managers to prioritize basic computer skills in their job postings. And while computers can provide a variety of benefits for employers and employees alike – such as increased productivity, enhanced collaboration, and real-time communication capabilities – they also come with a unique set of inherent risks. A recent study from the Identity Theft Resource Center found that a total of [932 high-profile data breaches occurred](https://www.idtheftcenter.org/wp-content/uploads/2018/10/2018-September-Data-Breach-Package.pdf) during the first 10 months of 2018 alone, exposing approximately 47,231,256 sensitive records. The ITRC also found that 46.4 percent of these breaches were reported by entities in the business sector, including retail services, payment processors, utility companies and even nonprofit organizations. While the causes of data breaches tend to vary between industries, there is some overlap in that many employees [lack general cybersecurity awareness](/hrblog/a-mistaken-assumption-all-job-seekers-are-computer-proficient). In fact, a state of the industry report produced by Shred-it, an information security company, discovered that [employee negligence is the leading cause of data breaches](https://www.shredit.com/en-us/blog/national-cyber-security-awareness-month) in the U.S., with 47 percent of C-Suite executives and small-business owners admitting that human error or accidental loss had led to a data breach at their organizations. So what are the common cybersecurity mistakes that employees make? ![Computer keyboard with an infected enter key. ](https://pictures.contentlead.com/x_0_0_0_14127428_800.jpg)Employees who are aware of cybersecurity risks are less likely to fall prey to malware and ransomware attacks **4 common cybersecurity mistakes** In late-February, The Business Journals published an article discussing the importance of [comprehensive security awareness](https://www.bizjournals.com/bizjournals/how-to/technology/2019/02/5-ways-employees-can-weaken-your-cybersecurity.html), identifying five common mistakes that can leave businesses vulnerable to cybercrime, including things like: - **Downloading ransomware:** Many employees are inexperienced when it comes to recognizing whether a link or file posted online may pose a risk to their work computer. Ransomware uses malicious software (often downloaded unknowingly) to render a computer completely inoperable until the user pays a fee to restore their system. This can be particularly damaging to businesses, as it can lock down critical data and applications they need to perform essential work-related tasks. - **Falling for phishing scams:** Cybercriminals sometimes send fraudulent emails in an effort to trick employees into revealing confidential information or performing a specific action. In most cases, these emails are easy to spot, but they can appear quite legitimate to workers who are unaware of the tactic. Some phishing scams also include links within the email that will initiate a download of ransomware or malware when clicked. - **Selecting simple passwords:** Cracking passwords is one method cybercriminals use to gain access to an organization’s computer network and valuable business data. Employees who lock their workstations behind simple or default passwords, reuse the same password for multiple accounts and/or infrequently update them are easy targets for hackers. This is one reason why many companies require employees to select complex passwords that use a combination of letters, numbers and symbols. - **Posting too much private info on social media:** When employees first set up their work computers, they’re often asked to establish a set of security questions that can help them recover their account or password if they forget. Cybercriminals often use social media to research into potential answers to these questions, such as pet names and favorite songs, allowing them to gain access through social engineering. With large-scale data theft on the rise, it’s never been more important to find job applicants who have (at least some) familiarity with cybersecurity. While in-house training programs can be effective for spreading awareness, it’s better to hire employees that already possess a baseline understanding of how cybercriminals operate. Luckily, most millennial job seekers have grown up alongside the internet, reducing the likelihood that they will make these common mistakes while using their work computer. In case you’d like to make sure your hires will be ready to tackle their computer-related problems, [try our pre-employment computer skills test](/computer-skills-test). **Blog Categories:** Computer Tests, Hiring Tips --- ### [Educating workers on the benefits of taking time off during holidays](https://employtest.com/hrblog/educating-workers-on-the-benefits-of-taking-time-off-during-holidays/) **Published:** December 3, 2018 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes Many companies don’t allow employees to roll over vacation days into the next year; if they don’t use them, they lose them. And if upper management doesn’t encourage employees to take their days off each year, employees may start to think they can’t or shouldn’t. A total of 58 percent of Americans say they will use up their vacation days by the end of 2018 before they expire, a recent [survey from Ipsos](https://www.ipsos.com/sites/default/files/ct/news/documents/2018-08/vacation_time-release_2018.pdf) showed, lagging behind 20 other countries where using up vacation days is a higher priority. Americans could be avoiding using all their allotted vacation due to [feelings of fear, guilt, or pressure](https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/workers-taking-more-vacation-.aspx) from the workplace, according to the Society for Human Resource Management. This means that education about the benefits of taking time off is important. So why educate workers about the importance of taking time off this holiday season? Because it’s better for business. Here’s why: **Happier employees** Workers are always looking for the best workplace, benefits and salary possible these days. Instead of staying in the same role until retirement, getting that steady cost-of-living 3 percent pay increase each year, modern employees see how easily they can be bumped up in salary just by switching companies. But benefits matter, too. Often employees will leave a position for one that offers a better work-life balance, even if the pay is the same. ![Encourage workers to take all their vacation days this year, and you'll have happier employees.](https://pictures.contentlead.com/x_0_0_0_7077591_800.jpg)Encourage workers to take all their vacation days this year and you may have happier employees. Encouraging workers to use their vacation time this holiday season will show them that their happiness and time with family is valued, just as much as their work skills. And employees will feel like they can stay in a position longer if they have no complaints about work-life balance. **Workers are more engaged and productive** [Breaks of any kind are important](https://www.inc.com/minda-zetlin/why-taking-time-off-is-good-for-your-brain.html), Inc. stated, whether a daily lunch break, a 20-minute walk around the block, or a week-long vacation. Instead of requiring workers to come in around the holidays, encourage them to spend time away from work to think about other things and spend time with family and friends. Only then will they return to the office after the holidays feeling rejuvenated and ready to face their tasks head-on. **It’s good for the brain** When we’re overworked, we’re not as creative or sharp. Just like we need enough sleep to function, we need [enough downtime away from work](https://www.salon.com/2023/02/23/sorry-calvinists-a-four-day-workweek-actually-makes-employees-healthier-more-productive/) to be able to do it properly, Salon stated. If you start to work your brain too hard, it will cease to give you positive results, kind of like an overworked machine that finally gives up and requires a reboot. This is another reason why this holiday season, it’s important to encourage workers to take all of their time off to fully detach from work responsibilities. You’ll have better employees for it who are more engaged and ready to think creatively. These reasons for encouraging vacation time this holiday season are all related to one important outcome – well-rested, rejuvenated employees who are ready to work hard with positive attitudes about their workplace. So instead of asking them to work or even remain on standby over email, encourage them to truly unplug and relax with family. It’s good for business! **Blog Categories:** Employment Tips --- ### [How to gather insight to potential entry-level employees](https://employtest.com/hrblog/how-to-gather-insight-to-potential-entry-level-employees/) **Published:** November 15, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Gather plenty of information about potential entry level employees.](https://pictures.contentlead.com/Gather-plenty-of-information-about-potential-entry-level-employees_16000902_40038066_1_14069817_500.jpg) Gather plenty of information about potential entry level employees. Across virtually all industries, human resource professionals are always looking for new ways to ensure they are actively recruiting the right applicants. And although HR professionals are usually the ones tasked with improving the recruitment process, executives and other members of management are beginning to turn their attention to hiring the right entry level employees as well. In a survey conducted by PricewaterhouseCoopers in 2014, about [63 percent of CEOs](https://www.pwc.com/gx/en/industries/financial-services/publications/human-capital-2020-beyond.html) indicated that they were concerned about not finding the right kinds of individuals who possessed the skill sets needed for various positions. That said, gathering the right kinds of information about various candidates will give your organization an opportunity to properly screen and weed out candidates who may not be what your company needs. Here are a few tips to gathering insight about potential entry level employees: **Focus on the right kinds of information** Experienced hiring managers and HR professionals will be the first to tell you that some of the key information about a candidate isn’t found anywhere on his or her resume. It’s important for individuals in charge of making hiring decisions to get creative with how they gather information on potential employees. A lot of recruiters use social media resources to obtain a more complete picture of an individual. Whether you check a candidate’s Facebook or LinkedIn, there is plenty of information you can gain about an individual that has little to do with his or her employment history or education. Pete Kazanjy, founder of recruiter search engine, TalentBin, discussed what [social media sites can do](https://www.businessnewsdaily.com/6252-tips-for-recruiters.html) in the recruitment process: “Candidates’ social media profiles \[can highlight\] personal experiences and interests that tie into professional lives and skills, and may show the person is a perfect fit,” he explained to Business News Daily. Supplementary information found on such platforms can also shed plenty of light on information that could rule out viable candidates. Responsible employers should be thorough when conducting background checks on job applicants – including education and employment verification. If an applicant lists a prior position on his or her resume, it is the job of hiring managers and HR professionals to check its validity. **Use technology to your advantage** Perfecting recruiting and hiring processes may seem overwhelming to hiring managers who have piles of resumes and rapidly approaching deadlines. Selecting the perfect candidate out of a dozen similarly qualified applicants is certainly a time-consuming task, but there are a number of technologies that can aid hiring managers. Talent selection software can save time and resources for employers by helping match ideal candidates with open positions. In the same vein, talent assessments can often help to identify key personality traits and skill sets in candidates. ![Technology can be extremely helpful in hiring entry level employees.](https://pictures.contentlead.com/x_0_0_0_14131966_800.jpg)Technology can be extremely helpful in hiring entry level employees. **Don’t be afraid to administer [pre-employment tests](https://employtest.com/)** Most of the candidates you will see applying for entry-level positions are recent college graduates, but that doesn’t mean they are done taking tests just yet. If you want to make sure everyone in your pool of candidates is qualified for the position, administer a pre-employment test. Even if you are thorough in vetting resumes and conducting rigorous interviews, it is still possible to misjudge an individual and make the wrong hiring decision. That is where pre-employment tests can help. From a [clerical skills test](/admin-tests) to [Microsoft office tests](/microsoft-office-skills-tests), there are assessments you can use in your hiring process to make sure that the candidates you interview are actually qualified. Regardless of whether your organization has had problems in the past or you are just looking for the smoothest hiring process possible, the professionals at EmployTest are here to help. **Blog Categories:** employment tests, Hiring Tips --- ### [Tech skills to ask about when interviewing job candidates](https://employtest.com/hrblog/tech-skills-to-ask-about-when-interviewing-job-candidates/) **Published:** June 18, 2019 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Tech skills to ask about when interviewing job candidates](https://pictures.contentlead.com/Tech-skills-to-ask-about-when-interviewing-job-candidates_16000902_40047509_1_14065800_500.jpg) Tech skills to ask about when interviewing job candidates Computing technologies have become a core part of the modern workplace, helping companies in a range of industries streamline their internal processes and increase productivity. While this digital transformation has been a net positive for most organizations, it has also had a notable impact on how hiring managers and recruiters prioritize the technical skills and professional experience job applicants bring to the table. For example, a 2017 report from Personetics found that [almost half of all financial institutions](https://personetics.com/personetics-sees-surge-companies-giving-chatbots-conversational-commerce-real-spin/) it surveyed have integrated artificial intelligence and chatbots into their customer-facing workflows. As a result, employees working in customer service roles have had to develop new skill sets that allow them to interact with AI platforms and perform basic data analysis tasks. Since the trend toward automation shows no signs of slowing down, it’s important for HR departments to start onboarding candidates with the tech savvy and hard skills they will need for the future of work. **Technology skills are no longer complementary qualifications** In the past, many recruiters treated technology skills as supplementary competencies that added to a candidate’s existing qualifications. While education, work history and technical expertise are still as relevant as ever, employers have begun seeking out applicants who have particular computer proficiencies and the ability to adapt to new digital environments. Even employees who do not work in IT roles should possess certain basic tech skills (email, word processing, data entry, etc.) that are essential to working in the modern era. In 2017, Burning Glass Technologies released a comprehensive study into the digital skills employers are prioritizing to help companies reframe their perspectives on the importance of tech-savvy employees and update their hiring practices. The report largely focused on the middle-skill job market, finding that more than 82% of all employment opportunities in this category require digital skills. In fact, close to 38% of overall job postings in the U.S. are for middle-skill jobs that involve computer literacy, illustrating that tech skills are quickly becoming a minimum requirement in most industries. But which specific proficiencies should recruiters be on the lookout for? ![Phone operator ignores hard phone to use a computer](https://pictures.contentlead.com/x_0_0_0_14085987_800.jpg)New telecommunication technologies have transformed how employees interact with customers. **4 tech skills every hiring manager should ask about** While most employers have equipped their human resources departments with automated tools to improve the efficiency of their hiring practices, interviewers still play a crucial role in assessing the qualifications of talented candidates. Here are five technology skills hiring managers should look out for during the interview process: - **Microsoft Office:** In addition to Word and PowerPoint, recruiters should also ask about an applicant’s experience with Microsoft Excel. These programs have become a core part of a functioning workplace and can help differentiate candidates who may possess similar work experience and educational backgrounds. - **Social media:** The ability to adapt online communications to target audiences through social analytics is essential to any digital marketing campaign. Employees who are asked to contribute to their companies’ social media strategies should have a firm grasp of industry best practices and how to utilize these platforms to capitalize on popular trends and business opportunities. - **HTML/CSS:** While coding is not a requirement for most positions, an understanding of how websites and applications operate on the back-end is becoming increasingly important. For example, graphic designers and digital marketers often leverage programming experience to ensure their content is optimized and properly displayed. - **Data analytics:** In the Age of Information, employees in every department must be able to recognize how data impacts their organizations. This is especially true for companies that rely heavily on their websites for external communications and direct sales, as conversion rates and bounce rates often play a significant role in their profitability. One of the best ways to onboard tech savvy candidates is to administer [basic computer](https://employtest.com/computer-skills-test) and [Microsoft Office skills tests](https://employtest.com/microsoft-office-skills-test/) during the application process. These evaluation tools can help hiring managers accurately assess the competencies of job seekers and identify workers who can add immediate value to their organizations. **Blog Categories:** employment tests, Hiring Tips --- ### [The high cost of an employment or hiring discrimination lawsuit](https://employtest.com/hrblog/the-high-cost-of-an-employment-or-hiring-discrimination-lawsuit/) **Published:** July 7, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Many hiring or employment discrimination lawsuits cost companies thousands of dollars.](https://pictures.contentlead.com/Many-hiring-or-employment-discrimination-lawsuits-cost-companies-thousands-of-dollars_16000902_40034687_1_14130404_500.jpg) Many hiring or employment discrimination lawsuits cost companies thousands of dollars. The Equal Employment Opportunity Commission states that it is [illegal to discriminate against someone](https://www.eeoc.gov/laws-guidance) in the workplace due to their age, race, gender, disability, religion, genetic information and sexual orientation. The EEOC strictly enforces this law and encourages employers across the country to be wary of their hiring and employment practices to avoid encountering a discrimination lawsuit. These discrimination laws protect applicants during every step of the hiring, onboarding and employment processes. Employers are specifically forbidden from discriminating in job advertisements, recruitment efforts, applications, interviews, promotions, discipline and employee termination. Should any applicant or employee feel that they are being treated unfairly, they may choose to sue the company to earn compensatory damages, gain punitive damages or many other court-ordered actions. ![Be proactive about preventing hiring and employment discrimination in your workplace.](https://pictures.contentlead.com/x_0_0_0_14121315_800.jpg)Be proactive about preventing hiring and employment discrimination in your workplace. **What are the costs of a hiring or employment lawsuit?** The 2015 Hiscox Employee Lawsuit Handbook found that in a study of 446 closed claims – cases that are settled before reaching court – for small-to-medium-sized enterprises (SMEs) with less than 500 employees, 19 percent amassed legal fees and settlement charges [averaging around $125,000](https://www.hiscox.com/shared-documents/The-2015-Hiscox-Guide-to-Employee-Lawsuits-Employee-charge-trends-across-the-United-States.pdf). Meanwhile, these suits took an average of 275 days to resolve. For those cases that do end up in court, the report found that the median judgment was an additional $200,000. Meanwhile, 25 percent of these cases have judgments amounting to $500,000 or more. For the vast majority of SMEs, even with an employment liability insurance policy, this high cost is too much to bear in a highly competitive marketplace. **Everyone loses in a hiring or employment discrimination lawsuit** While hiring and employment discrimination is deplorable in the workplace today, the bottom line is that no one truly wins in the vast majority of these cases. *NationSearch* writes that both the company and the plaintiff [will have steep attorney fees and suffer losses](https://www.nationsearch.com/blog/5-ways-everybody-loses-in-employment-discrimination-cases) due to the vast amount of time spent in court. Meanwhile, some plaintiffs could even wait for years or indefinitely before receiving their compensation, which may not even offset attorney fees. Finally, some businesses simply do not have the time or money to handle a court case, causing them to settle. *“The company and the plaintiff will have steep attorney fees and losses.”* Many of the other hidden costs of a discrimination suit can be workplace distractions, a loss in company reputation and a [loss of company-wide productivity levels](https://www.hrmorning.com/what-discrimination-charges-cost/), according to *HR Morning*. Another key aspect that is overlooked during these lawsuits is the effect it may have on employee morale. Employees may feel conflicted about the situation and even leave the organization as a result of working in a high-pressure, stressful environment. Meanwhile, companies may have to lay off workers to offset litigation costs, further lowering morale levels. **What should you do to prevent these lawsuits at your business?** The ideal way to prevent a lawsuit is to implement best practices from the ground up regarding acceptable hiring and employment processes. All hiring managers should be aware of state restrictions that outline hiring and employment policies and develop a [comprehensive employee handbook](https://www.law360.com/articles/734367/for-employee-lawsuits-small-companies-face-big-odds) containing the company’s guidelines and standards, according to Law360. Meanwhile, all hiring applications and postings should be free of any discrimination issues and all interviewers should be cautious during the interview process. To take these strategies one step further, employers can implement [pre-employment tests](https://employtest.com/) at their company. This way, the tests will easily weed out unqualified candidates before they ever step in the room for an interview. You want to hire the best possible applicants for your open positions, but not at the risk of a costly lawsuit. Conduct a comprehensive risk management assessment and call EmployTest today to learn more about how our skills tests can support your organization! **Blog Categories:** Hiring Tips --- ### [Is There Still a Need for a Microsoft Office Skills Test? (Part 1)](https://employtest.com/hrblog/is-there-still-a-need-for-a-microsoft-office-skills-test/) **Published:** September 27, 2021 **Author:** Ken Crowell **Content:** Reading Time: 8 minutes Microsoft Office is one of the most commonly used software tools today. It’s an essential part of almost any clerical and administrative work and is used in businesses and government institutions around the world. Because of its widespread use, many employers may even doubt there’s a need for job applicants to take a Microsoft Office skills test for employment. Everyone already knows the Office program by now, right? On the other hand, some organizations believe it would be a mistake not to test applicants. Because it’s a tool that employees will use daily, an employer should want to test applicant skills before hiring, so they have a clear idea of what kind of assistance or training the new hire may need during onboarding. In this article, we’ll cover the following topics: - [Why Test Applicants with a Basic Computer Literacy Assessment Test?](#why-test) - [Jobs Requiring Microsoft Office Skills](#jobs-requiring) - [Which Skills to Test For](#which-skills) - [What to Assess with a Microsoft Word Test](#ms-word) - [What to Assess with a Microsoft Excel Test](#ms-excel) - [What to Assess with a Microsoft Powerpoint Test](#MS-powerpoint) - [The Benefits of Pre-employment Microsoft Office Skills Testing](#benefits-test) - [Saving on Training Costs](#training-costs) - [Lowering IT Workload](#it-workload) - [Lowering Turnover](#lower-turnover) - [Strengthening Corporate Culture](#corporate-culture) - [How to Administer the Tests](#how-test) ## **Microsoft Office by the Numbers** Microsoft Office is [used by 1.2 billion people worldwide](https://expandedramblings.com/index.php/microsoft-office-statistics-facts/). Office 365 has more than [200 million users](https://office365itpros.com/2020/04/30/office365-teams-power-growth/), which means that one in every five businesses is using the suite for their day-to-day work. The ability to efficiently use Microsoft Office is one of the most sought-after business skills and Microsoft Office [skills rank 4th of the top 20 required](https://askwonder.com/research/future-jobs-requiring-microsoft-word-powerpoint-excel-project-skills-industry-hdtnprnqv) across all occupations. Usage of other tools provided by Microsoft is also on the rise. A great example is Microsoft Teams, due to the ability to help with remote work requirements. ## **Why Test Applicants with a Basic Computer Literacy Assessment Test?** [Employers almost always rely on resumes](https://employtest.com/hrblog/job-applicant-resume-trends) as a way to learn about their job applicants. But resumes may not always be a reliable source for multiple reasons. First, the candidates are tempted to embellish their skills on their resume. It’s human nature for us to present our abilities in a positive light, but excessively exaggerating skills is not beneficial for anyone. Second, even if they don’t exaggerate their skills, it’s not always easy for a candidate to accurately know their own skill level with Microsoft Office. What may seem as “advanced knowledge” to a candidate may not be considered “advanced” for the company hiring them. That’s why a [basic computer literacy assessment test](https://employtest.com/computer-skills-tests-for-applicants-employees/) may be the first step to learning which computer skills the candidates are bringing to the job. It will ensure that each applicant has the baseline of technology skills. ## **Jobs Requiring Microsoft Office Skills** Because Microsoft Office is one of the most used tools in the business world, it’s easier to find jobs that don’t have at least some use for these skills. If you’re looking for administrative assistants, accountants, retail managers, and financial analysts, having skills in Microsoft Office is a must. It’s also important to note that many other job roles don’t use Office on a day-to-day basis, but still require presenting data and filling reports regularly. These jobs as well are best suited to candidates that have a basic level of Office knowledge for these tasks. A [Microsoft Office skills test](https://employtest.com/microsoft-office-skills-test/) is therefore the best way to select the employees that could handle the day-to-day workload. ## **Which Microsoft Office Skills to Test For** Because Microsoft Office has so many advanced options, it may be difficult to know which skills are needed for your open job position. How will you determine which skills should be tested? One solution that can help is to conduct a survey with your employees, especially those in similar roles, to see what are the most common tasks that are performed in Office on a daily basis. Another strategy is to ask your IT team, specifically the “Desktop Support” team, if that exists. This team will be aware of the most common questions or troubleshooting that they deal with and make suggestions on what should be included on the tests. The results of these surveys, whether informal (casual conversations) or formal (written analysis), will help you know the basic skills required for each new hire for that position. ### **What to Assess with a Microsoft Word Skills Test** Microsoft Word may seem like a simple tool with many basic features, but it also packs a punch when it comes to advanced features. It’s best to calibrate the difficulty of your [Microsoft Word skills test](https://employtest.com/microsoft-word-testing/) according to the job requirements. #### **Beginner Word User** This level covers the [basic skills that you need to use Microsoft Word](https://www.makeuseof.com/tag/5-microsoft-word-excel-skills-must-succeed-office/). The candidate should know how to create a word document, use dynamic page layouts, format text within Word, insert images and bookmarks into a Word document, create and modify tables, create graphs and charts, print a text written in word, and perform a grammar check. #### **Intermediate Word User** Intermediate-level skills expand on the basic skills and are often used when publishing and sharing Word documents. They include sharing and copying documents, inserting hyperlinks into a document, exporting documents into other formats, using a revision history, and adding cover pages and page numbers. #### **Advanced Word User** An advanced Word user should know how to design and create forms and templates. They should also manage large documents and create sub-documents and master documents. Advanced users need to understand how to create macros and use them to automate tasks within a Word document. ### **What to Assess with a Microsoft Excel Skills Test** Microsoft Excel skills are often cited on a resume, but there’s a wide range of ability levels, as it’s a [complex and powerful tool](/hrblog/excel-assessment-overlooked-part-of-recruiting). A test can help you rank the candidates based on their skills level. #### **Beginner Excel user** The simplest tasks done in Excel are the ones that will be used on most jobs. They include creating a worksheet, inserting and naming tabs, basic text formatting within Excel, cell formatting, printing and sharing a sheet with coworkers, and inserting a comment. #### **Intermediate Excel user** Intermediate skills are useful in most accounting and sales positions. They involve working with numbers and large sets of data in a streamlined and automated fashion. Such a user should know how to make a copy of an Excel document, import data from another Excel document, use number formatting, insert charts, and graphs, use functions, sort, and filter data, use revision history, and export documents into other formats. #### **Advanced Excel user** The candidate with advanced Excel skills can apply for the most complicated jobs in the field. They should be able to use advanced functions, customize and edit charts and graphs, insert pivot tables, and assign name ranges. An advanced user should also know how to install and use add-ons. ### **What to Assess with a Microsoft PowerPoint Skills Test** PowerPoint users often have difficulty knowing their skill level because there are many hidden features that aren’t used by an average user. A Microsoft PowerPoint skills test administered before an interview can divide the users into three groups. #### **Beginner PowerPoint user** Most jobs require only basic PowerPoint skills. A basic PowerPoint user should know how to create and name a presentation. A user should also choose a theme, insert and delete slides, and duplicate slides. They need to know how to insert images and tables, share a slide with coworkers, and change a presentation format. #### **Intermediate PowerPoint user** Intermediate PowerPoint skills include copying a slide, importing slides from other documents, working with slide backgrounds, using shapes and lines. Such a user should also know how to add a video to the presentation and add hyperlinks. They need to know how to use revision history to collaborate with others. #### **Advanced PowerPoint user** Advanced PowerPoint skills include using design idea tools, adding animations and transitions to the presentation, editing images, working with objects in the Format menu, and using auto-advance to present. ## The Benefits of Pre-employment Microsoft Office Skills Testing ### **1. Using Microsoft Office skills tests saves on training costs** Onboarding is [one of the biggest expenses](https://www.glassdoor.com/employers/blog/hidden-costs-employee-onboarding-reduce/) that a company has in the hiring budget. It can be especially demanding for a smaller business, which doesn’t have a large onboarding staff (or budget) to manage the process. It takes time to train the employees so that they can help and your organization will need to dedicate resources away from other more profitable tasks. Using [Microsoft Office tests](https://employtest.com/microsoft-office-skills-test/) will show which skills the candidates are lacking and what the training should focus on. This too is a useful way to make the training more efficient and less costly in the long run. If more training is required, you’ll know in advance, to aid with scheduling training at the onset of employment. This all works toward the goal of making the new hire more productive, starting on Day 1 of employment. ### **2. Using Microsoft Office skills tests lowers IT workload** The role of an IT department is to manage important technology structures, as well as other complex technology-related tasks. They shouldn’t provide on-the-job training or troubleshooting for employees learning to use Microsoft Office. IT departments are often big proponents of using Microsoft Office tests because hiring employees that perform well on such a test can lower IT’s workload. When employees are uncertain about their Office skills or don’t have the skills, to begin with, the result is valuable IT team time being consumed by basic level desktop support. By hiring the employees with the right skill set, you’re freeing up the important time that an IT department could use more productively. ### **4. Lowering turnover by hiring skilled employees with Microsoft Office Skills Tests** Turnover presents another costly problem that a business needs to face. Making more informed decisions during the hiring process is one strategy to reduce turnover. If employees stay with the company for a long time, retention is higher and the overall cost of recruitment and training is lower. Teams of employees work more efficiently and in a more cohesive fashion when they aren’t interrupted by the constant influx of new employees (and departures of current staff). It’s also easier to retain customers when they form a working relationship with an employee who’s been with a company for a longer period of time. You can achieve these by improving the recruitment process by using the [Office tests](https://employtest.com/tests/) in the hiring process. ### **5. Microsoft Office Assessment Tests strengthen corporate culture** Using a test to assess what employees suit the needs of an employer can have an impact on strengthening corporate culture. It’s a way to promote and [champion meritocratic ideals](https://employtest.com/hrblog/diversity-inclusion-initiative-can-be-aided-by-testing) when hiring and treating employees. The tests could also mean parity and increased opportunities for employees from disadvantaged backgrounds. The reason is that the hiring process is based on actual objective results (from tests), rather than previous opportunities, education, or work experience. An unbiased hiring process isn’t just about maintaining the employer’s reputation. It’s also a way to gain access to the very best of potential employees based on their demonstrated verifiable skills. ## **How to Administer the Tests?** Today’s job market is competitive and companies are under pressure to find top applicants that suit their needs. At the same time, the stress of the application process can have a negative impact on job applicants. It’s important to give each applicant the best chance to succeed, at this stage of the hiring process, by explaining the purpose of the test, the test topics, and how it works. At the same time, you should also be transparent with the applicants about how their performance on the test will impact the hiring decision. ## **Tips for Conducting the Test** In order to make the test less stressful for the candidates, it’s wise to follow these guidelines: - Advise the candidates about the purpose of the test and which skills will be measured. - Ensure that all candidates receive the same tests or the same level of testing. - Be transparent about how the test scores will factor into the hiring decision. - Let the candidates know if they will receive results and when they can expect to hear from the hiring team. ## **To Sum Up** Microsoft Office is one of the most used tools in administrative and clerical work. It’s a complex set of tools that provides much more functionality than the average user is aware of. That’s why, rather than guessing at the applicants’ skill sets, it’s a better strategy to use a Microsoft Office skills test to determine how well a candidate knows the Office programs. Doing so will help you identify the top prospects in your applicant list. It will also ultimately lower your turnover costs, as well as training costs. The key is to make sure you’re testing at the correct skill level for each program and make sure your candidate understands the process. The applicant you don’t hire today may be a great fit for a different role in the future. [EmployTest](https://employtest.com/) specializes in developing [pre-employment tests](https://employtest.com/tests/) for the public sector (government), companies, and nonprofits. Contact us for a [free sample of our Microsoft Office skills test](https://employtest.com/pre-employment-test-sample/) – and learn more about what we offer on our Explore page. **Blog Categories:** microsoft office tests, pre-employment testing --- ### [Getting the Inside Scoop: Hiring Former Federal Employees](https://employtest.com/hrblog/hiring-a-former-federal-employee/) **Published:** March 5, 2025 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes I know you heard that [100,000](http://reuters.com/world/us/what-is-elon-musks-doge-how-much-money-has-it-saved-us-taxpayers-2025-03-04/) employees are leaving the federal government workforce. That means security-cleared, compliance-trained, leaders will soon bein the job market. Is your company ready for this once-in-a-generation hiring opportunity?​ Here are some tips to make sure it’s a match for both applicants and employers. --- ## **Benefits of Hiring Former Federal Employees** The U.S. government employs [over 2.3 million civilian workers](https://usafacts.org/articles/how-many-people-work-for-the-federal-government/) in industries from healthcare to cybersecurity. More than 80% of federal employees work outside Washington, D.C. so whereever you’re located, federal talent is available. Here’s why using this newly available workforce would be a great decision. #### **Specialized Knowledge and Experience** **Regulatory & Compliance Knowledge:** Federal employees have deep experience with government regulations, which can help with industries like healthcare, finance, and legal. **Technical & Analytical Skills**: From cybersecurity to supply chain, government employees have the skills that will benefit the functional teams in private companies. **Department-Specific Expertise**: If you’re in healthcare, former VA employees can hit the ground running. In supply chain, Defense Department staff may be ready to go. *Did you know? The* [*Department of Veterans Affairs*](https://www.va.gov//) *is the largest employer of federal workers. About 1 in 5 people who work for the government – around 483,000 workers – are employed by the VA.* #### **Security Clearance and Trustworthiness** Many former federal employees have undergone extensive background checks and security clearances, which is great for companies handling sensitive data, compliance-heavy industries, or government contracts. #### **Understanding of Government Regulations and Policies** Former federal employees deeply understand government regulations, policies, and procedures. Who would be better to navigate government contracts or compliance issues than someone who’s worked on the other side? This alone could save you thousands in consulting fees. #### **Leadership and Management Skills** Many former federal employees held leadership and [management positions](https://employtest.com/management-aptitude-test/). They manage teams, develop strategies, and can navigate bureaucracy. The ability to get “stuff” done is a rare skill, and federal employees have mastered it. They can push projects forward, even when dealing with the hassles of red tape. #### **Public Service Attitude** Many government workers are dedicated workers who bring a service-first mentality to their roles. This translates into customer service, loyalty and more accountability. #### **Adaptability and Problem-Solving Skills** These employees have strong adaptability and problem-solving skills, which are gained in the always changing government environment. Contrary to stereotypes about government inefficiency, many federal workers are skilled at finding creative solutions within tight constraints. For a fast, job-relevant screen, try a [grit and resilience pre-hire test ](https://employtest.com/grit-and-resilience-pre-hire-test/)for job applicants as part of your workflow. #### **Wide Range of Skills and Occupations** The federal workforce has a wide range of occupations, which includes 111,000 nurses, and 101,000 IT professionals, and even includes meat cutters, naval architects, and funeral directors. #### **Different Backgrounds** The federal workforce is also quite diverse. About 25% of federal workers are veterans, which is more than the civilian labor force where veterans are 5% of workers. Plus, [around 20% of federal employees](https://www.pbs.org/newshour/politics/trump-has-moved-to-slash-the-federal-government-heres-what-the-data-shows-about-its-workforce) identify as having a disability, compared to only 5% nationally. ## **Overcoming Common Hiring Hurdles for Former Federal Employees** While the benefits are strong, hiring federal workers also presents challenges. #### **1. Federal Resumes Are… Intense** Government resumes can be 10+ pages long, filled with jargon and acronyms, that may require explanations. **Solution**: Ask candidates to summarize their experience in two pages and explain how their skills apply to your job. Use [pre-employment skills tests](https://employtest.com/tests/) to objectively measure qualifications, instead of blindly trusting on federal job titles, which may not translate directly to the private sector. #### **2. Different Compensation & Expectations** The average federal worker salary in 2024 was $106,000, with men earning about $7,000 more than women on average. **Solution**: Competitive cash plus great perks, where possible, will be attractive to these candidates. These people are used to rock-solid benefits, so highlight your flexible work options and growth potential. #### **3. Cultural Adjustment: Bureaucracy vs. Agility** Federal employees often worked in **structured, process-heavy environments** with **longer decision-making cycles.** **Solution:** During interviews, ask how candidates have handled **fast decision-making, process improvements, or working in teams across departments.** Provide **mentorship programs** and **onboarding support** to ease their transition into the private sector worklife. #### **4. Addressing the Stigma about Former Federal Employees** Some employers worry that former government workers are too accustomed to slow-moving bureaucracies. **Reality**: Most federal employees work under intense scrutiny, tight deadlines, and high accountability. **Solution**: Stress your performance standards and management style, plus ask how they’ve increased efficiency or improvements, despite government restrictions. ![Hiring Former Federal Employees image](https://employtest.com/wp-content/uploads/2023/07/hiring-a-former-federal-employee.jpg)## **Pro Tips on Hiring Former Government Employees** #### **Lead with the career growth potential at your company** Target former feds looking for new challenges and emphasize the ways your role allows creativity leadership, and accountability. Federal workers often face structured promotion paths and may be longing for merit-based advancement. Highlight how you reward performance rather than seniority. #### **Tell candidates that you’ll support them as they get used to the private sector’s faster pace.** While skills transfer, the private sector moves lightning-fast compared to the government. Ask candidates how they’ll adjust to faster decision-making and turnarounds. Provide mentorship to former federal employees as they adjust to your company culture. Pairing them with experienced staff can help them become productive, more quickly. #### **Ask “What’s your experience collaborating with private companies or consultants?”** Many federal agencies work closely with contractors and private sector companies. Candidates who have this experience often adapt more quickly to private sector environments. They understand both worlds and can serve as translators between the two. #### **Probationary Period Firings & Background Checks** Some laid-off federal employees were let go during their probationary period under **“**[**poor performance”**](https://slate.com/life/2025/02/fired-layoffs-elon-musk-trump-doge-federal-workers-employees.html) labels, even when their actual reviews were excellent. If this comes up, dig deeper and [speak with references](https://employtest.com/hrblog/reference-check-questions) to verify their true work history. #### **Strongly Consider Veterans** With veterans making up [25% of the federal workforce](https://apnews.com/article/veterans-affairs-cuts-doge-musk-trump-f587a6bc3db6a460e9c357592e165712), many former federal employees have military experience in addition to their government service. This can produce disciplined, mission-focused workers who enjoy high-pressure environments. #### **Pro tip: Use Pre-Employment Tests** Ready to hire a former federal worker? Try using [pre-employment tests](https://employtest.com/tests/) to measure what applicants can really do. Pre-employment assessments evaluate a candidate’s adaptability, problem-solving skills, and potential cultural fit. This is especially valuable when transitioning someone from a government to a private sector environment. ## **FAQs about hiring Former Government Employees** #### **Do former federal employees have an advantage?** Yes! Former federal employees bring **specialized expertise, security clearances, and regulatory knowledge** that make them highly valuable in the private sector. #### **Are military veterans considered former federal employees?** Not always. **Veterans are former military personnel**, while most federal employees worked in civilian government roles. However, some veterans worked at federal jobs before entering the private sector. #### **What makes former federal government employees valuable to private industry?** Former federal employees offer **proven leadership, problem-solving skills, and deep knowledge of compliance and regulations**, making them great hires for private companies. #### **Does a former federal employee get hired before a veteran?** Depends. **Some jobs prioritize veterans due to hiring preferences**, while others favor former federal employees for their regulatory or industry knowledge. ## **Making the Most of Federal Talent** Once you’ve hired former federal employees, help them shine by: - Creating clear expectations about timelines and deliverables - Providing regular feedback (something that they maybe didn’t get in their government position) - Encouraging them to share their regulatory knowledge with the team - Celebrating their perspective and problem-solving approaches, which may be different Remember that former federal employees likely have extensive training in their field, paid for by taxpayer dollars. This knowledge may represent hundreds of thousands in investment that you benefit from! Are you ready to hire proven government talent? With these tips, you can hire federal employees to supercharge your team. Try a[ free pre-employment skills sample test](https://employtest.com/pre-employment-test-sample/) and add one more tool to your recruitment toolbelt. You’ve got this! **Blog Categories:** Hiring Tips --- ### [Customer Service Interview Questions](https://employtest.com/hrblog/customer-service-interview-questions/) **Published:** February 28, 2020 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Customer service representatives are the first point of contact between the company and the public. In a world where first impressions can mean everything, those tasked with representing your brand should be trusted to handle the often unpredictable realm of dealing with patrons – from complaints to unexpected questions and everything in between. Narrowing down the selection of candidates, or even simply beginning the process, can be daunting for any hiring manager. The looming threat of a bad hire as you desperately try to fill the gaps can cost you – significantly. According to a survey done by CareerBuilder, companies lost an average of[ $14,900 on every bad hire](https://www.prnewswire.com/news-releases/nearly-three-in-four-employers-affected-by-a-bad-hire-according-to-a-recent-careerbuilder-survey-300567056.html). However, being prepared from the start can definitely ease any jitters. Knowing the right questions to ask during your interviews and what kind of qualities to look for in potential hires can be valuable first steps to ensure you’re finding the perfect match for your company. This article will cover: - [How to Prepare to Interview a Customer Service Job Candidate](#prep) - [Which Questions to Ask During the Interview](#questions) - [Which Qualities to Look For in Customer Service Applicants](#qualities) ## How can I Prepare to Interview Someone for a Customer Service Interview? Before you meet with candidates, it’s important that you’re feeling both confident and ready to begin the [hiring process](https://employtest.com/3-steps-to-improve-your-hiring-process-employtest-tv). Here are a few quick tips to guarantee that you’re skillfully conducting interviews for your future customer service rep: 1. **Understand the position you’re trying to fill.** You can teach skills, but does the candidate fit with the culture of your company and within the position? For example, a customer service representative should be someone who’s inherently very comfortable dealing with people at their core, and you can teach them how to use new technology if they’re unfamiliar. 2. **Try to ask the same questions with every applicant.** This allows you to evaluate all of your candidates on the same criteria and easily compare responses. 3. **Don’t worry about filling “awkward silences.”** No one likes a lull in conversation, but when interviewing, this can be a moment that allows candidates to shine. As they look to fill the silence, they’ll most likely have to go beyond their pre-planned responses, and you’ll get a better understanding of who they are. Especially as you look for someone who excels with the public and under pressure, your future customer service rep hire should be able to carry their own. 4. **Don’t lead with: “So, tell me about yourself.”** Be specific. Ask candidates how they would be a good addition based on what they know about the role and the company. ## What Questions Should be Asked in a Customer Service Interview? Here we have some questions that should prompt thoughtful responses, as well as some aspects of their answers that should stand out. ### 1. Describe what customer service means to you. This is a critical question that is used to determine a candidate’s commitment to the role, but more importantly, their own personal relationship with customer service and what drives them to perform well. To gain insights about your potential hire, look for the following in their response: - An approachable personality. - An understanding of the expectations of the customer service rep role. - A passion for customer service that shines through in their answer. ### 2. Can you tell me about a time you dealt with an unhappy customer and resolved the situation? An angry customer can quickly turn into a crisis situation. It requires a lot of thinking on your toes, a level-headed approach and some top-notch problem solving capabilities. Requesting an example does a couple thing: It proves that the candidate has experience in a similar role and it also encourages them to speak about something concrete, as opposed to hypotheticals. In their answer, look for: - Conflict-resolution skills. - Ability to handle stress. - A thorough example of managing a situation with an unhappy customer and how they turned it around. ### 3. Can you describe the importance of working collaboratively as a customer service representative, with your team members and other departments? To maintain a strong, positive image of your company and brand, there needs to be a lot of effective communication and teamwork amongst your customer service team. This question will show if a candidate is willing to jump in to help their team members, and if they’re able to relay customer feedback to other departments in the company. In their reply, look for: - Teamwork abilities. - Communication skills. - An example of past work experience where they worked in a cohesive team. ### 4. What would you do if a customer asked you a question that you didn’t know how to answer? No matter how much training and experience an employee has, a customer service representative will eventually encounter a situation where they’re unsure of how to help a customer. It may be a question they’ve never heard before, or a peculiar incident, but they’ll need to respond adequately. In their answer, look for: - Honesty – they would admit to the customer that they’re not sure, but will look into it. - Problem-solving skills. - An example of a time when they reached out to others for help with a problem. ## What Qualities Will Help Someone Best Succeed in Customer Service, and How Do I Look For Them? While searching for the perfect candidate, don’t get too stuck on the idea of a [“people person,](https://www.helpscout.com/blog/customer-service-skills/)” says HelpScout. While that’s a lovely trait to have, it’ll be hard to observe in an interview setting. Instead, look for [qualities](https://employtest.com/3-skills-that-great-employees-share-employtest-tv) that customer service reps can build to become more successful at their jobs, as well as things that can be more easily displayed during an interview. ### 1. Patience When customers reach out to representatives, they are often confused or frustrated. Handling these situations with patience can make all the difference. That means they’re attentive when listening, take their time determining the issue and don’t rush to get off the line. Instead, they understand the customer’s problems and needs to find the best solution. ### 2. Clear communication An experienced customer service representative will know that you need to be mindful with your words when dealing with customers. They know the ins-and-outs of company policy, but the customer does not. Because of this, it’s best to explain things clearly from the start and keep it simple. ### 3. Willingness to learn Someone who thinks they’re always right or is hesitant around new situations may not be the best candidate for a customer service representative. A desire to learn more and improve will prove that the candidate is up to the challenge of truly understanding the company and product, wants to learn to communicate more efficiently and will be open to advice from co-workers and management. Even after preparing thoughtful questions and careful consideration of what to look for in candidates, selecting the perfect hire can be a daunting task. Using [EmployTest as a tool](https://employtest.com/) in your hiring process can build confidence that applicants will succeed in your workplace – [try our free sample](https://employtest.com/pre-employment-test-sample/) [customer service test](https://employtest.com/customer-service-aptitude-test/) today. **Blog Categories:** customer service aptitude test, Hiring Tips --- ### [Do Your New Hires Have the Healthcare Administration Skills You Need?](https://employtest.com/hrblog/do-your-new-hires-have-the-healthcare-administration-skills-you-need/) **Published:** February 17, 2022 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes According to a [survey](https://www.fiercehealthcare.com/hospitals-health-systems/hospitals-healthcare-systems-struggle-to-fill-vacant-positions) from CareerBuilder and MiracleWorkers.com, 52% of employers are unable to find qualified candidates for positions in healthcare administration. Healthcare jobs are some of the [toughest to fill](https://healthexec.com/topics/leadership-workforce/healthcare-jobs-are-some-toughest-fill), reports say, and this causes significant problems when recruiting for and creating high-performing teams. As we know, both emergency room and primary care doctor visits are on the rise and a healthcare HR team must quickly fill job vacancies with qualified candidates. These candidates must be able to withstand the demands of a busy medical facility or doctor’s office. Among the hardest hit are medical office staff. These employees interact with dozens of patients during an average workday, as they perform secretarial, clerical, and other administrative duties. Keep on reading to see how pre-employment tests can help healthcare providers ensure their employees have the necessary healthcare administration skills, and why these skills are so vital. In this article, we’ll cover: - [The Necessary Skills in Healthcare Administration](#necessary-skills) - [Medical Receptionist](#receptionist) - [Medical Secretary](#secretary) - [Medical Assistant](#assistant) - [Technical Skills for Healthcare Administrators](#technical) - [Improving Staff Retention and Patient Satisfaction with Pre-Employment Tests](#pre-employment-tests) ## **What Are The Necessary Skills in Healthcare Administration?** It’s not just doctors and nurses that are the only professionals working in healthcare. Many different professionals must work together for a healthcare organization to operate efficiently. This includes: - Front desk and back office staff - IT staff - custodial staff and maintenance workers - social workers - translators and interpreters, and more. A large part of this group consists of medical office staff, who are responsible for administrative tasks. A typical medical office will involve several different job roles, such as: - Receptionist - Medical secretary and administrative assistant - Medical assistant ## **Medical Receptionist Skills** In any healthcare facility, the receptionist forms the patients’ first impression of the overall quality of service. As the initial contact point, the receptionist should have top-notch communication skills and should also have a good understanding of office technology. From handling difficult phone conversations, processing medical accounts, relaxing patients, to managing the copier/scanner, a great receptionist should be able to think quickly, solve problems, and make your patients feel valued and safe. ## **What Does a Medical Secretary Do?** The medical secretary’s (or administrative assistant) and the receptionist’s duties may overlap, but there can be big differences between the two positions. As the receptionist greets the patients, they will collect preliminary information, including billing and insurance. That info will find its way to the medical secretarial team that handles insurance. This team makes up the administrative “gears” that keep the entire office “motor” running. In addition to managing those documents, a medical secretary’s workday can include coordinating communication between different departments – for example, scheduling staff meetings. They will also be in charge of regularly updating and managing a patient database and processing medical records. With this in mind, your medical secretary hiring pool should have candidates skilled in data entry, accounting and Office software, as well as medical software. Organizational skills are critical for this position, along with keen attention to detail. ## **The Medical Assistant Skills Checklist** The role of a medical assistant carries a[ large set of responsibilities.](https://www.onetonline.org/link/summary/31-9092.00) “They are a valuable asset to a medical practice because they can conduct both patient care and front- and back-office tasks,” says Denise Pufall, chair of the Rasmussen University Medical Assisting department. This broad set of duties is unusual within the healthcare sector, where the majority of jobs focus either on patient care or administration. A medical assistant’s clinical tasks include taking vital signs while talking with patients, compiling medical histories, and delivering prescriptions under the supervision of a physician. They might be in charge of everything from organizing appointments to billing and helping patients with filling out insurance documents. With so many responsibilities on their plate, every medical assistant has to come with stellar job skills – both soft and hard. Look for applicants who are good listeners and problem-solvers, as well as able to follow instructions from others. This role often has time pressures, so being responsive is also essential. Due to the number of tasks medical assistants juggle daily, finding the hire with just the right skill set can be difficult. This is why employers have been increasingly relying on [pre-employment tests](https://employtest.com/), which help shortlist candidates with the necessary skills, while remaining unbiased due to the independent structure of the tests. ## **Fundamental Skills in Healthcare Administration: Attention to Detail** The ability to [pay attention to detail is a top priority healthcare administrative skill](https://employtest.com/hrblog/attention-to-detail-prevent-mistakes). In healthcare, even simple mistakes can carry heavy consequences. Studies suggest that medical errors are the [third leading cause of death](https://www.hopkinsmedicine.org/news/media/releases/study_suggests_medical_errors_now_third_leading_cause_of_death_in_the_us) in the U.S. Ensuring there are no mistakes in your patients’ medical records depends on your hires’ healthcare administration skills. ## **Technical Skills for Healthcare Administrators** A passionate medical professional who wants to work in healthcare administration must master basic, but critical, tech skills to succeed in the job. Their routine tasks include: - entering and processing important data quickly and accurately, - performing routine inventory checks, - compiling and updating medical records, - and keeping track of appointments and shifts. To accomplish this, knowledge of Microsoft Office and similar computer programs are essential skills for every healthcare administrator. Without the necessary computer skill level, it would be extremely difficult for your medical office staff to perform daily tasks. As the medical office is in charge of billing, other needed skills for healthcare administration candidates are basic [workplace math](https://employtest.com/math-assessment-test-pre-employment/), as well as budgeting, customer billing, quality assurance and control, and project management. ## **Improving Staff Retention and Patient Satisfaction with Pre-employment Tests** [Satisfied](https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3678186/) medical professionals are the engine that keeps medical organizations running with few hiccups. For healthcare HR executives who want to build high-functioning workforces, this means prioritizing adequate staffing, employee engagement, and retention. ### Boosting Retention Employee retention is incredibly expensive in any industry, but it’s especially costly in healthcare. According to the Health Care Management Review, the cost of turnover at one major medical facility amounts to[ more than 5% of the total yearly operating budget](https://pdfs.semanticscholar.org/6ea3/75179ee57eb57997678978377751294f4ca5.pdf?_ga=2.72584403.1967813310.1568911529-1545764746.1568911529). Due to the nature of the work, healthcare employees are often overworked and stressed.[ The results of LPT’s survey](https://www.leadersfortoday.com/resources/lft-industry-survey-may-2017/) confirm this – 43% of respondents reported they have been with their current organization for less than two years. An additional 66% reported they have been with their hospital for less than five years. Finally, more than one-third of LPT survey respondents plan to leave their current organization within 2 years, and 69% plan to leave in 5 years. Among the [top retention strategies in healthcare](https://www.eaglesflight.com/blog/5-effective-employee-retention-strategies-in-healthcare) is investing in your team’s professional development. Achieving high medical staffing levels is only as successful as an organization’s ability to retain the top healthcare experts. To accomplish this, HR must constantly check in on their employees’ needs. To keep employees interested and devoted to their jobs, their talents should be [recognized and carefully cultivated.](https://employtest.com/workplace-success-profile) ### Increasing Patient Satisfaction Because of their concern for patient care, it’s helpful to think of [healthcare employees as customer service representatives](https://employtest.com/hrblog/medical-tests/how-to-improve-customer-service-in-healthcare/). Kind gestures and positive exchanges between employees and patients result in a reputation for high-quality care, while[ keeping patients happy](https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3047732/). Most healthcare providers prioritize building long-term relationships with their patients. That’s why doctor-patient relationships are considered one of the strongest examples of client loyalty in any sector and that foundation lies in excellent customer service practices. If the patients are pleased with service levels, they’ll recommend their healthcare provider to others, which leads to patient retention, business growth, and recurring revenue. Administering [customer service tests](https://employtest.com/customer-service-aptitude-test) as part of a larger healthcare administration skills assessment before employment is a good hiring strategy. ## **Try Pre-Employment Tests to Increase Efficiency and Decrease Turnover** Medical office administration staff plays a very important role in the healthcare sector because of the variety of their daily responsibilities. With quality hires, you can increase employee retention and patient satisfaction, and improve the operating capacity of the organization. Still, it’s hard for healthcare administration applicants to fully demonstrate their skills and experience during the interview stage. It is similarly challenging for interviewers to ensure that candidates possess the skills they claim, based on the interview and resumes alone. To help determine whether an applicant would make a good match for the position, many healthcare employers choose to take advantage of pre-employment tests. Some of these tests include: - [Healthcare aptitude test](https://employtest.com/tests/), - [Microsoft Office tests](https://employtest.com/microsoft-office-skills-tests), - [Attention to detail test](https://employtest.com/attention-to-detail-test), - [Medical office skills test](https://employtest.com/medical-office-testing). These assessments help hiring managers get a better idea of an applicant’s technical aptitude. Integrating a healthcare aptitude test or [other pre-employment tests](https://employtest.com/tests/) into your hiring process will also save you time spent interviewing unqualified candidates. Poor hires result in major financial and time drains for a company, which is why these tests go beyond the resume, providing accurate results about what skills candidates actually possess. Having more insight into the capabilities of your candidate pool makes hiring decisions easier. By following these guidelines, you can confidently hire healthcare administrative staff members who maintain or improve your organization’s level of quality care. [Contact EmployTest today](https://employtest.com/contact-us/) to learn more about our pre-employment testing process, and [try a free sample](https://employtest.com/pre-employment-test-sample/) of our healthcare aptitude test. **Blog Categories:** attention to detail test, healthcare aptitude test, microsoft office tests --- ### [Why Companies Are Losing Top Candidates](https://employtest.com/hrblog/why-companies-are-losing-top-candidates/) **Published:** February 3, 2023 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes It’s 2023, and there’s no shortage of talented and well-qualified job seekers looking for work. And yet over the last few years, [72% of all employers](https://financesonline.com/hiring-statistics/) have struggled to find suitable candidates to fill their open positions. With more than [ 5.72 million eligible job seekers](https://www.statista.com/statistics/193280/seasonally-adjusted-monthly-number-of-unemployed-persons-in-the-usa/) scouring the market, there’s a disconnect somewhere. We’ve always been firm believers in the idea that knowledge is power. It’s our mission to bring to light the key reasons that recruiters, business owners, and HR professionals are losing out on hiring top talent. In the article below, we’ve compiled the top five reasons for the disparity between job seekers and hiring managers, as well as a discussion of critical tools -such as [pre-employment testing](https://employtest.com/)– that can help level the playing field. Join us as we take a deep dive into the current state of talent sourcing and the ways in which we as professionals can make that process more equitable. Table of contents: - [The Hiring Process Is Long and Obtuse](#thehiringprocessislong) - [There’s a Lack of Communication Between Key Stakeholders ](#lackofcommunication) - [Interview Questions Are Too Generic](#interviewquestions) - [The Applicant Isn’t Sold on Your Company’s Culture](#applicantisntsoldonyourculture) - [There’s Lack of Post-Interview Follow Up](#lackofpostinterview) - [Put the Applicant at Ease With Pre-Employment Testing](#puttheapplicantatease) ## The Hiring Process Is Long and Obtuse We’ve become pampered by the immediacy of the digital age. We say that tongue in cheek because technology equals progress, and progress is generally a positive thing regardless of your industry, but there’s an important point to be made here: the modern-day application process is quick, easy, and expedient. So why haven’t we updated the hiring process to match that? According to a recent survey [ featured in Tech Series](https://techrseries.com/hrtechnology/understanding-the-dangers-of-a-drawn-out-hiring-process/), 60% of job applicants find long intervals between applying, interviewing, and receiving a formal job offer to be supremely frustrating! From their perspective, submitting an application is an easy process that can be done from the comfort of their own couch. It’s disheartening, however, when they have to wait a disproportionately long time to hear back regarding an interview, and even worse if they have to wait any length of time to find out if they’ve got the job. As professionals, we can do a lot to set our applicants at ease. We can [use tools such as pre-employment testing](https://employtest.com/tests/) to help pinpoint an applicant’s true skill set, and by developing a quick, accurate, and systematic screening process, and setting appropriate expectations within our prospective talent pools. Which brings us to our next point. ## There’s a Lack of Communication Between Key Stakeholders Long intervals between application, interviewing, and hiring can be soul crushing to the average job applicant. Long intervals with zero communication are even worse! The screening processes should take care of the company’s needs AND empower your talent pool. The only way to do that, however, is by keeping the lines of communication between applicant and hiring manager open and honest. During the application process, employers should set a time frame for when potential applicants can expect to hear back. The same courtesy should be extended following any interview that your team conducts. When used in conjunction with powerful tools such as pre-employment testing, setting applicant expectations goes a long way toward erasing tensions and eliminating frustration. ## Interview Questions Are Too Generic “Tell me what you think your greatest strength is.” “Tell me about a time when you had to deal with a difficult situation at work. How did you respond?” “Where do you see yourself in five years?” The entries above are just a simple cross section of the [ boilerplate questions](https://www.forbes.com/sites/theyec/2022/07/18/10-rehearsed-job-interview-answers-hiring-managers-are-sick-of-hearing/) hiring managers have been asking since, well, the dawn of time. But what do they really tell us about an applicant other than their ability to answer a trite question with a scripted answer? Hiring managers should instead pivot towards more meaningful questions that demonstrate the true substance of each applicant. That’s where pre-employment testing comes into play. Pre-employment testing can help you find the cream of the crop by identifying each applicant’s core competencies, outstanding abilities, and surprising skills. In turn, you’ll be positioned to better respect the time, energy, and toll that the application and hiring process takes on the applicant while simultaneously optimizing your talent pool in the process. ## The Applicant Isn’t Sold on Your Company’s Culture There are (arguably) three driving factors when solidifying a working relationship with a particular candidate: 1. Are the job duties the right fit for the applicant’s skill set? 2. Is the pay what they were expecting? 3. Is the company culture the right fit for their personal values? The first two are easily addressed because they are explicit and easily quantifiable. The job duties are listed on the job posting. The salary will be stated in the job offer. But what about company culture? You can tell the prospective new hire how great it is to work there, that the office is like a family, etc., but ultimately the proof of the pudding is in the tasting. It should come as no surprise that many new hires will be reluctant to take your word on company culture without first seeing it in action. You should strive to make their welcome warm and give them ample opportunity to see employee morale up close and personal. ## There’s a Lack of Post-Interview Follow Up To finish up our discussion, let’s circle back to communication. Professional relationships are built on the give and take of open, honest discourse. That’s why it’s never ok to leave a promising job candidate in the lurch. When an interview appears to go well, the prospective new hire will expect a quick turnaround time regarding your decision. Afterall, they’re excited to get started! One of the best ways to build a figurative bridge between you and the applicant is to keep them apprised of where they stand in the hiring process. ## Put the Applicant at Ease with Pre-Employment Testing Despite a rocky economy headed into 2023, qualified applicants are plentiful. The more pressing question is are they well-qualified candidates whose skill set can effectively integrate with your company and its values? Simplifying and better managing the hiring process is one way that your HR team can draw exceptional talent from the talent pool. The easiest, most efficient way to get there is through pre-employment testing. Want to stop losing out on top candidates? [Try a free sample test today](https://employtest.com/pre-employment-test-sample/) to get started on the road to better talent acquisition. **Blog Categories:** pre-employment testing --- ### [6 Skills to Test with HVAC Service Tech Applicants](https://employtest.com/hrblog/6-skills-to-test-with-hvac-service-tech-applicants/) **Published:** January 24, 2023 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes Hiring an HVAC technician? Keep reading for six skills you can test with HVAC applicants. ## Table of Contents: - Hiring an HVAC Tech - 6 Skills You can Test for HVAC Tech Applicants - Customer Service - Math and Other Basic Skills - Sales Ability - Dependability - Teamwork - Cognitive Reasoning and Problem Solving Ability - #### Pre-Hire Tests Save the Day! ## Hiring an HVAC Tech When hiring service technicians, there’s a lot to think about. It’s more than just the technical know-how of installing, maintaining, and repairing equipment. It’s also understanding what the customer needs, delivering impeccable service, and keeping track of all the details along the way. The US DOL lists [even more,](https://www.onetonline.org/link/summary/49-9021.00?redir=49-9021.01) but here are six non-technical skills that are important for success in this job. ## 6 Skills You Can Test for HVAC Tech Applicants ### 1) Customer Service Poor service doesn’t get repeat calls and the acquisition cost of a customer is always increasing. Technicians are typically walking into a frustrating situation for the customer. You want a technician who can provide an excellent experience and build a relationship between your company and the customer. Some techs are better than others with this, and you want to know which applicants are better, before making hiring decisions. [81% of consumers](https://www.oberlo.com/blog/customer-service-statistics) say good customer service increases the likelihood that they will make another purchase/work with a company again. ### 2) Math and Other Basic Skills Reading, writing and math are the foundation blocks for most jobs, including HVAC techs. While these basic skills aren’t typically be the first ones mentioned, they are among the most important. For example, technology requires business iPads/tablets that do the math for you. But human errors can happen, which can result in wrong quotes or products being ordered. Your technician needs the ability to recognize that the numbers may be wrong, before presenting options to the customer. Basic skills, though listed second here, could easily be at the top. ### 3) Sales Ability Your technicians are also salespeople. They are the frontline, face-to-face workers who have the ability to guide customers about why they need a replacement unit or service plan. If your technician is uncomfortable with making suggestions or a friendly service plan upsell, then you need to be aware of their limitations. ### 4) Dependability Keeping to a schedule and showing up when and where they are supposed to be should be the most basic trait of a quality HVAC tech. They should desire to be on time, in order to meet the customer’s minimal expectations and make a good first impression. ### 5) Teamwork Despite their typical solo interactions with customers, service techs need to work well as part of a team. From the office staff to billing to purchasing, internal “customers” (co-workers) should be treated respectfully, with a helping attitude. There will be times when a tech is assigned to customers/projects that aren’t their own and the willingness to go an extra step for a co-worker should be expected. ### 6) Cognitive Reasoning and Problem Solving Ability [Cognitive ability testing](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) is important because it gives an objective measure of a person’s mental abilities. Service calls may be primarily about troubleshooting problems with no obvious solution and each situation doesn’t present exactly as planned. Your techs need the ability to think through problems to solve them, on their own. ## Pre-hire Tests Save the Day! Your team has worked hard building your company and you need the right employees to deliver excellent customer service and keep those positive reviews flowing in.So as you evaluate applicants’ abilities, be sure to include [pre-employment tests](https://employtest.com/) as part of your selection process. You can [test for customer service](https://employtest.com/customer-service-aptitude-test/), sales, dependability and teamwork, as well as [basic skills](https://employtest.com/basic-employment-skills-test/) and even cognitive reasoning skills. [Tests](https://employtest.com/tests/) will evaluate their skills, before you hire them, and give confidence that you’re making the right hiring decision. [Try a free sample test](https://employtest.com/pre-employment-test-sample/), get a demo or [contact our friendly team](https://employtest.com/contact-us) with your questions. We’ll help you start making smarter hiring decisions, today!. --- ### [Work 'experience' isn't everything during the hiring process](https://employtest.com/hrblog/work-experience-isnt-everything-during-the-hiring-process/) **Published:** March 18, 2019 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Why a candidate's 'experience' isn't everything during the hiring process](https://pictures.contentlead.com/Why-a-candidates-experience-isnt-everything-during-the-hiring-process_16000902_40047111_1_14103013_500.jpg) Why a candidate’s ‘experience’ isn’t everything during the hiring process Work experience is one of the first things hiring managers consider during the application process, as it provides a glimpse into the applicant’s core strengths and general competencies. Most candidates who possess a long history of professional experience also perform better during interviews, as they are able to demonstrate their first-hand knowledge and leverage their key skills. But experience isn’t everything, as hiring on that basis alone may prevent you from onboarding workers with true growth potential. While prioritizing industry experience does come with a number of benefits – such as familiarity with common practices and specialized jargon – it can also significantly limit your candidate pool. As Forbes contributor Jeff Hyman pointed out in a recent article, a vast majority of job descriptions are [designed to attract candidates who are able to immediately contribute](https://www.forbes.com/sites/jeffhyman/2019/02/26/revealed/#4265d1b26c60) to a business’s success, which places short-term gains above long-term prospects. This practice can certainly help you avoid hiring risks and save time during the training period, but it’s important to leave some room for less experienced applicants to shine. Disqualifying candidates over a lack of experience can prevent companies from building the type of all-star team they are looking for, so they consider these alternative factors during [the next recruitment push](/hrblog/the-ideal-hiring-process-checklist): **Cognitive ability** Every position demands a different set of technical skills and abilities, yet almost all professional roles require workers to think on their feet and take on additional responsibilities over time. Candidates with decades of industry experience may find it difficult to adapt to new working environments, especially those that regularly integrate new technologies and software tools. Asking questions is a strong sign of cognitive ability, as it demonstrates an [attention to detail](/hrblog/what-is-attention-to-detail) and a willingness to learn. Never underestimate the value of fresh ideas and problem-solving skills, as they may lead to actionable insights that can transform your company for the better. ![Smiling workers sitting together at a lunch table.](https://pictures.contentlead.com/x_0_0_0_14125541_800.jpg)Employees who work well in teams can help maintain positive morale and foster a collaborative environment. **Personality traits** Collaboration is a key driver of success across a wide range of industries, yet professional experience does not always correlate with effective communication skills. This is one reason why multiple rounds of in-person interviews are crucial for hiring the best applicant, as it allows hiring managers and supervisors to get a strong feel for a candidate’s personality and defining characteristics. Reading a resume will not provide adequate information about an applicant’s determination to succeed or their potential for growth, traits that Doug Seville, co-founder and director of DSML Executive Search, considers [hallmarks of a successful hiree](https://www.fastcompany.com/3035990/why-you-should-hire-for-potential-not-experience), according to Fast Company. **Accumulated expertise** Experience and expertise are two sides of the same coin, but they’re not quite identical – performing the same type of work for a long period of time does not necessarily mean a candidate has achieved a level of mastery. Some applicants can have years of translatable industry experience, yet it may be difficult to transition them into specific operational environments that require a good deal of flexibility. Understanding the concepts and tasks that a candidate has mastered can provide a useful benchmark for evaluating how suited they are to specific roles within your company. Rather than focusing on raw brain power or history-based qualifications, hiring managers should look for applicants who can quickly process new information and come to thoughtful conclusions. And while potential is close to impossible to measure with any degree of certainty, there are other indicators that may help you predict a candidate’s relative abilities, such as curiosity, insight, engagement, and determination. Hiring the best person for the job takes a lot of patience and a willingness to look beyond their immediate qualifications, as skilled workers can come for all sorts of unconventional backgrounds. Before companies pass on a candidate with limited experience, they may want to take a moment to learn what else this individual can bring to the table – organizations could be quite surprised by what they find. [EmployTest](https://employtest.com/) specializes in developing [pre-employment tests](https://employtest.com/pre-employment-test-sample/) for the public sector (government), companies, and nonprofits – learn more about what we offer on [our test page](https://employtest.com/tests/). **Blog Categories:** Hiring Tips --- ### [Top Qualities of a Successful Remote Worker](https://employtest.com/hrblog/top-qualities-of-a-successful-remote-worker/) **Published:** May 19, 2020 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes I’ve often worked from home during my career and over the years I’ve had friends ask “How do you do it?” I’ll typically explain that there’s a job to be done, calls to be made, reports to be written, emails to send and not much time for “taking it easy”, even if I am physically sitting at my home. The frequent reply has been (at least in the past), “Well, I could never do that. I’d be distracted by other things at home”. Well, my dear friend, you may not be a good candidate for remote working. These days there may not be much of a choice as to whether or not an employee works from home (WFH). But as it relates to your company’s hiring plans, you can increase the odds of identifying those candidates who are more likely to have great WFH qualities. Such qualities may not be considerably different from the normal qualities you need from a new hire, but you may need a more condensed version these days. Here’s our list: - Written communication skills. With fewer face-to-face meetings (despite Zoom), our emails and reports will carry our communications. It’s important for those items to be well written. - Technology skills. The IT department won’t be around the corner, so WFH employees must be able to problem-solve their own issues, no matter if it’s a hardware issue (why doesn’t this &$%^ webcam work) or a software issue (how do I format the Word doc). - Critical thinking skills. The new hire may be on their own, without the traditional on-boarding process. Being able to successfully reason through situations, both for internal and external customers, can be a “make or break” ability for them. - Conscientiousness. Going the extra mile to build those relationships within the team can be the difference between hitting or missing the overall goals. It’s a lot easier to build that rapport in person, so you need someone with high conscientious levels to do that remotely. We offer tests that cover the above topics, such as our [Language Skills test (grammar/spelling)](https://employtest.com/grammar-tests/), [Computer skills tests (Office and more)](https://employtest.com/computer-skills-tests-for-applicants-employees/), [Workplace Reasoning tests](https://employtest.com/cognitive-and-reasoning-tests-for-applicants/) and our Success Profile series (Workplace and Professional versions). For managers, we have a similar [Management Profiles](https://employtest.com/management-aptitude-test/). Remote testing of the applicants (at their home) is common now. In years past, all [pre-hire test](https://employtest.com/) had to be completed in the office, but these days, even pre-WFH, most companies are allowing this (our system emails a web link to the test session). Thriving in a remote work environment can be tough, but if you look for these qualities in your new hires, then you’ll be increasing your probability of success as you add people to your team. **Blog Categories:** pre-employment testing, Work from Home --- ### [Top office skills your employees need to succeed](https://employtest.com/hrblog/top-office-skills-your-employees-need-to-succeed/) **Published:** December 15, 2017 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![During the interview process - and definitely before you declare your next new hire - keep these top skills in mind. Your next best potential employee should possess the following abilities.](https://pictures.contentlead.com/During-the-interview-process--and-definitely-before-you-declare-your-next-new-hire--keep-these-top-skills-in-mind-Your-next-best-potential-employee-sh_16000902_40044324_1_14102556_500.jpg) During the interview process – and definitely before you declare your next new hire – keep these top skills in mind. Your next best potential employee should possess the following abilities. Hiring the best possible employee often requires a lot of hard work. During the onboarding process, you have to rummage through dozens of resumes, schedule and hold interviews, get to know each candidate and decide who fits the position best. But during those conversations, what exactly should you be listening for? Certainly, you need to get to know each potential employee on a personal level – and based on past experience – but you also need to be able to pinpoint their skills and evaluate the candidate based on how you think he or she will bring these assets to the company. During the interview process – and before you declare your next new hire – keep these top skills in mind. Your next best potential employee should possess the following abilities: **Written and oral communication skills** Think about how the interviewee responded to your initial email of interest. Did it seem rushed, or thoughtful? Employees who write an email and reread it before hitting send avoid posting messages with errors or notes to the wrong receipt. When it comes to oral communication skills, think about how the potential new hire responds to your questions. This shows whether they listened to you while you spoke, or rushed to answer one portion of the question to get it over with. **The ability to relate to others** Does the interviewee beat around the bush during every comment you make and find a way to talk about him or herself? Teri Hockett, a chief executive for a career site for women, said people who are relatable are showing their ability to [agree and disagree with mutual respect](https://www.forbes.com/sites/jacquelynsmith/2013/11/15/the-20-people-skills-you-need-to-succeed-at-work/#1622d74a3216). ![Take note of whether the interviewee relates to your perspective.](https://pictures.contentlead.com/x_0_0_0_14059973_800.jpg)Take note of whether the interviewee relates to your perspective. “Having the ability to relate to others and their position or viewpoint is crucial in business,” Hockett told Forbes. “By having a well-rounded personality and set of experiences, it’s usually possible to relate to almost anyone.” When hires display that they understand your position on a certain topic, it shows they’re relatable. **Knowing how to go the extra mile** During the interview, ask the potential hires about their past job experience and if they ever went the extra mile to produce a successful project. Brett Good, senior district president of Robert Half International, told Business News Daily that employees who go above and beyond show their managers that they [bring something different to the table](https://www.businessnewsdaily.com/4125-job-skills-employers-want.html). “Employees who take on projects that fall outside their normal responsibilities can expand their skill set and explore new avenues for professional growth,” Good said. “While you may not always have the time to volunteer for an extra assignment, passing on every opportunity will prevent you from being viewed by your manager as a go-to person in the department.” You shouldn’t be interested in hiring a bunch of average Joe’s. Seek the people who stand out during the interview. **The ability to ask** Certainly, you will be asking the majority of the questions during the interview, but the potential hires shouldn’t shy away from getting to know you and the company. According to U.S. News & World Report, [the ability to ask is an underutilized skill](https://money.usnews.com/money/hrblog/outside-voices-careers/2014/12/10/the-top-10-skills-you-need-to-be-successful) that can take anyone’s career to the next level. When the interviewee asks a lot of questions during the interview, it shows that they’ll be willing to ask questions in the future in regard to pitching ideas, promotions or raises or taking on more responsibilities. With these skills, your new hire will shine throughout his or her tenure in the office. Keep these abilities and qualities in mind during your next round of interviews. **Blog Categories:** Hiring Tips --- ### [5 qualities to look for in potential employees](https://employtest.com/hrblog/5-qualities-to-look-for-in-potential-employees/) **Published:** October 21, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Here are qualities to look for in candidates.](https://pictures.contentlead.com/Here-are-qualities-to-look-for-in-candidates_16000902_40037410_1_14059973_500.jpg) Here are qualities to look for in candidates. Hiring the right new employee can go a long way toward filling a void at your organization and helping your company overall. On the other hand, a bad hire can cost your company precious time and resources. With all of the demands of today’s fast-paced business world, the search for the right employee goes beyond paper. Resumes and letters of recommendation can be excellent tools for vetting potential hires, but they should not be the only documents used in the process. To begin with, companies and organizations should take advantage of [pre-employment tests](https://employtest.com/) and [skills tests for employment](https://employtest.com/basic-employment-skills-test/). Instead of recruiting and subsequently hiring the wrong candidate, raise the bar for the type of employee you are looking for on a regular basis. Testing before a candidate gets hired is one way to weed out individuals who don’t have the right experience for the job before they even come in for an interview. That said, the in-person interview process can help you get a closer view at some of the qualities you liked about the candidate. Here are five qualities to target as you examine potential employees during the hiring process: **1. People skills** Effective communication and emotional intelligence are soft skills that are incredibly useful in the workplace, regardless of what field you are in. Employees that possess people skills can thrive in a wide variety of scenarios. Strong people skills can help with everything from handling sensitive client communications to [staying calm](https://www.forbes.com/sites/travisbradberry/2016/02/09/10-ways-to-spot-a-truly-exceptional-employee/#22b8e39c7b08) in difficult situations, according to Forbes. Although you can teach someone you hire a new technical skill, it is much more difficult to alter a personality trait. ![People skills can go a long way around the office.](https://pictures.contentlead.com/x_0_0_0_14130170_800.jpg)People skills can go a long way around the office. **2. Likability** Whether you are working with the new hire on a daily basis or just based out of the same office, you’re going to be spending a fair amount of time with whomever you hire. Do your best to select candidates that are upbeat, pleasant and friendly. Remember: You are going to be around this individual for at least 40 hours every week – don’t hire someone who is constantly cranky. **3. Work ethic** Even if you are successful in finding a likeable candidate with excellent people skills, that won’t translate to much for your business without a solid work ethic. If you hire an individual with a positive attitude and a real desire to add value to your company, there is no limit to how much your organization stands to gain from his or her contributions. Most managers [don’t want to waste their time](https://money.usnews.com/money/hrblog/outside-voices-careers/articles/2016-01-12/4-traits-that-hiring-managers-want-in-a-new-employee) micromanaging or pleading with an employee to get more work done, according to U.S. News & World Report. If you can find workers who are self-motivated, independent and committed to their craft, you’ll be set up for success. **4. Honesty** *“Transparent communication is important at every level.”* Though education and experience are integral factors to look for in candidates, it is worth paying attention to character as well. You should always make it a point to hire honest individuals who you can trust to work hard and represent your organization in a positive manner. Transparent communication is important at every level of an organization. Knowing that the information you are getting in return is coming from an honest source can make all of the difference. **5. Flexibility** Employers usually seek out individuals who can [adjust quickly to evolving situations](https://money.usnews.com/money/hrblog/outside-voices-careers/2013/09/10/5-employee-qualities-on-every-employers-wish-list), according to U.S. News & World Report. That makes sense – it’s a good idea to have employees who can keep up with the changing business world. If you can hire people who are open minded, you can introduce new strategies and changes around the office fairly easily. **Blog Categories:** Hiring Tips --- ### [Toxic employees of the month: The bitter slackers](https://employtest.com/hrblog/toxic-employees-of-the-month-the-bitter-slackers/) **Published:** June 20, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Are your bitter slackers ruining the morale and productivity on your team?](https://pictures.contentlead.com/Are-your-bitter-slackers-ruining-the-morale-and-productivity-on-your-team_16000902_40034050_1_14097915_500.jpg) Are your bitter slackers ruining the morale and productivity on your team? You know the guy who never seems to get his work done. Instead of diligently finishing projects or long-term assignments, he procrastinates or only puts in the minimal effort. While this behavior might not be tolerated for long at your company, many times these slackers glide right under the radar, never changing their behavior, unless someone speaks up or takes action to correct it. Slackers are a drain on their coworkers’ time. They are unwilling to pull their own weight on the team and would rather leave early than contribute to a productive work environment. While slackers may seem like some of the most toxic employees to have at your company, they are not the worst. This is why bitter slackers have made the list for toxic employees of the month. **Why are bitter slackers so detrimental?** Slackers just lack the motivation to complete their work. Bitter slackers also don’t do their work to the best of their abilities, though they complain and can even be hostile about it at times. These are the employees you will see openly moaning about their high workload on their lunch break or being passive aggressive when given assignments. ![Are you done with dealing with your bitter slacker employees?](https://pictures.contentlead.com/x_0_0_0_14109990_800.jpg)Are you done with dealing with your bitter slacker employees? While there are times when employees may need to vent about their current situation, bitter slackers will drain the morale of a team nearly instantly. Even the most productive employees may recognize the injustice: that they are meeting deadlines and working hard, while their bitter slacker coworkers are doing far less and not being reprimand for it. This may cause them to grow bitter and develop slacker-like tenancies as well. **How can you handle these toxic employees in the workplace?** You must uncover their hidden (or rather very open) resentments about their work or the company in order to transform them into productive and enthusiastic employees. Otherwise, you face alienating the rest of your staff. For example, Fierce Inc., a team of leadership development consultants, conducted a study last year where they discovered that [only 40 percent of bosses surveyed](https://fortune.com/2015/07/16/toxic-coworkers/) stated that they would get rid of a toxic team member, while 88 percent of employees responded that they would. Why are so many managers willing to put up with employees whose behavior is clearly damaging productivity and workplace morale? One explanation is that it may be difficult for less confrontational managers to handle tough conversations with clearly bitter employees. They may prefer to ignore the situation, or write it off as employees just needing to relieve some work-related steam. *“Employers then must set clear expectations for behavior.”* Meanwhile, as employee turnover is a true problem facing organizations across the country, managers may realize that it could be more trouble than it’s worth to go through the hiring process once again and risk hiring an even worse worker. Regardless of the reasoning, if employers want to improve the quality of their workplace, they must first [begin with a conversation](https://hbr.org/2014/05/how-to-deal-with-a-slacker-coworker/). “Approach the conversation with curiosity and compassion,” Susan David, the founder of the Harvard/McLean Institute of Coaching, told The Harvard Business Review. “You want to show that you’re genuinely trying to solve the problem, rather than punish or make a point.” By following this advice, managers may able to start getting to the root of why bitter slackers are displeased at work. Maybe they need to move to a different department or handle other responsibilities. Maybe they are having a hard time at home or feel dissatisfied in life. Whatever the reason, employers then must set clear expectations for behavior and hold them accountable to that. If they still do not improve, further steps must be taken, until eventually, it may be better to part ways than to continue bringing down the morale and productivity of the entire department. To avoid hiring bitter slackers in your office, [contact EmployTest today](https://employtest.com/contact-us/) to learn more about our [pre-employment tests](https://employtest.com/)! **Blog Categories:** Employment Tips --- ### [Toxic employees of the month: Overzealous bullies](https://employtest.com/hrblog/toxic-employees-of-the-month-overzealous-bullies/) **Published:** April 21, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Are your overzealous bullies ruining the morale of your office?](https://pictures.contentlead.com/Are-your-overzealous-bullies-ruining-the-morale-of-your-office_16000902_40032059_1_14006978_500.jpg) Are your overzealous bullies ruining the morale of your office? No workplace can afford to retain toxic employees that bring down the productivity of the entire team. While some may mean well, their lack of enthusiasm, overbearing nature or general unpleasant disposition may drive away customers and future business opportunities. They may even push away other quality employees who cannot bear to work around them. Companies should be wary about hiring any potentially toxic employees. Last month, we spoke about the downsides of hiring ambitionless workers who simply take up space in an office, never contributing to or bettering their team. The next category of toxic workers that hiring managers should also vehemently avoid is the exact opposite of them – overzealous bullies. They are the martyrs of the office, always overloading themselves with projects, work and staying long hours to get it done. ![There is a fine line between hardworking employees and overzealous bullies.](https://pictures.contentlead.com/x_0_0_0_14121141_800.jpg)There is a fine line between hardworking employees and overzealous bullies. **What is an overzealous employee?** Overzealous employees are the typical “yes” men and women of the workplace, never knowing how or when to say no. While they would seem to be candidates, they also may not know their limits. Though they may take on those extra presentations or projects, what happens when they suffer burn out, have a breakdown or get sick because of all the overtime they are putting in? Furthermore, while these employees may be “overzealous,” they can become workplace bullies. They may want everyone else to know how hard they are working and will degrade others who they feel are inferior or not putting in as much effort as they are. These employees also tend to complain more than the average worker because they enjoy others knowing how much effort they are investing into their job. They will target other employees, telling them how they need to step up their work or bragging about their own workload, making the office an uncomfortable environment. *“Overzealous employees are the typical ‘yes’ men and women of the workplace.”* **Who are the overzealous bullies in your workplace?** These employees are easy to distinguish by their commitment to volunteer for every task. While dedication and hard work are admirable goals for any employee, overzealous bullies will steamroll their coworkers – and even their bosses – to become successful. You can recognize these employees as the team leaders who are unable to delegate responsibilities to their members. They are constantly complaining about how much work they have “on their plate” whenever you see them. While you may not be able to stifle the ambition in these employees, you can curb it for the sake of your other workers. Begin offering incentives for teamwork or stress the important of collaboration over competition. Also, hold meetings to help employees identify the three categories of burnout – [overload, boredom and overworked](https://www.entrepreneur.com/article/251614) – and how to avoid them. If none of these efforts lead to improvement, hiring managers should sit down with their overzealous bullies and encourage them to take time off and to strive for better work-life balance. Emphasize how you value their contributions, but want them to take care of themselves and allow their team to have opportunities to contribute to the creative flow of the office. This way, you won’t alienate these employees who were unknowingly toxic, while still bringing out the best in them. To avoid hiring further overzealous bullies at your company, begin integrating pre-employment testing into your hiring process. Candidates take these behavioral or skills tests as part of the application process so that hiring managers will know whether they are qualified for the position before even inviting them for an interview. Contact EmployTest today to learn more about how you can avoid hiring toxic employees to your workplace. **Blog Categories:** Employment Tips --- ### [The ins and outs of prepping for remote interviews as a hiring manager](https://employtest.com/hrblog/the-ins-and-outs-of-prepping-for-remote-interviews-as-a-hiring-manager/) **Published:** September 21, 2018 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![The ins and outs of preparing for a remote interview as a hiring manager](https://pictures.contentlead.com/The-ins-and-outs-of-preparing-for-a-remote-interview-as-a-hiring-manager_16000902_40046243_1_14124743_500.jpg) The ins and outs of preparing for a remote interview as a hiring manager When looking for an exceptional hire, sometimes a broader net must be cast to find the right kind of talent required for an open position. Knowing the ins and outs of conducting remote interview can help streamline the process. According to [Small Business Trends](https://smallbiztrends.com/2018/04/2018-remote-work-statistics.html), remote job listings now account for almost half of all listings on the popular job search site [FlexJobs](https://www.flexjobs.com/employer-blog/best-practices-conducting-remote-interviews/). A remote interview can dovetail nicely with telecommuting positions, even if the job isn’t 100 percent remote; [Glassdoor](https://www.glassdoor.com/blog/how-to-interview-for-a-remote-job/) reported that over 40 percent of employed Americans now spend at least some time working remotely, and more than 30 percent work remotely 80-100 percent of the time. A remote interview can allow hiring managers to rapidly sort through candidates without requiring the more complex scheduling of in-person interviews. This alone makes the remote interview option ideal for interviewing candidates who have applied for positions that will also be remote. ![A professional speaking to another professional on a video call](https://pictures.contentlead.com/x_0_0_0_14062039_800.jpg)Are you ready to interview candidates for remote positions? **Getting ready for a remote interview** These remote interview best practices can help ensure you’re ready to find the best candidates for the job. - **Communicate plans in advance.** When you set up the interview, include all information about the process so the candidate can prepare. This should include the time and date of the interview (and your time zone), the method of communication (phone call, remote conference line, Google Hangouts, Skype, etc.), whether it will be an audio-only interview or a video interview, and how long the interview is expected to last. - **Prepare your questions.** Create a list of questions in advance and have it open in front of you, so you can add candidate answers or notes as needed. If you’re interviewing to fill a remote position, include questions to help you determine if the candidate will be a good remote worker. Share some information about your company and culture as well. - **Do a dry run.** [Formstack](https://www.formstack.com/blog/2014/conduct-remote-interview-video-chat/) recommended trying out a test interview, especially if you’re using a new software or calling method. This can help ensure your speakers and microphone (and webcam, if applicable) all sync and perform correctly. Make sure your backdrop is non-distracting and use a background blurring option like [chromacam](https://www.chromacam.me/) if appropriate. - **Have a backup plan.** If an interview starts to stall from the start due to difficulty getting video software or a virtual meeting room to function, be prepared to switch fluidly into simple phone call mode. Your candidate will only become more flustered and nervous if the call is delayed due to technical difficulties. - **Confirm before the interview.** Emails with meeting details can get lost or accidentally archived or deleted, so send a follow-up the day before or morning of your remote interview to ensure your candidate has all the information they need. Try to make this message personable to put them at ease and make them feel welcomed. Following these guidelines can help make your hiring interviews go smoothly and assist in narrowing your candidate field without spending days organizing in-person interviews. After a few are under your belt, you’ll be a pro at getting through remote hiring and your productivity will skyrocket. **Blog Categories:** Hiring Tips --- ### [Tips for turning down a job applicant](https://employtest.com/hrblog/tips-for-turning-down-a-job-applicant/) **Published:** February 19, 2018 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Turning down a job applicant doesn't have to be a hard and excruciating task on your list of things to do. Here are a few tips for handing out rejection.](https://pictures.contentlead.com/Turning-down-a-job-applicant-doesnt-have-to-be-a-hard-and-excruciating-task-on-your-list-of-things-to-do-Here-are-a-few-tips-for-handing-out-rejection_16000902_40044851_1_14108714_500.jpg) Turning down a job applicant doesn’t have to be a hard and excruciating task on your list of things to do. Here are a few tips for handing out rejection. Nobody likes getting turned down; whether you’re on the giving or receiving end of rejection, it can leave you feeling uncomfortable, hurt and unsure. Unfortunately, rejection is an inevitable piece of the hiring process, and as a human resources professional, you won’t be able to hire every single person you interview. But that doesn’t mean the letdown has to be a long and agonizing process for you and candidates involved. It’s important to handle the situation in the most professional and proper way possible, as it can benefit you, the candidate and your company in the long run. “Yes, taking the time to send a candidate rejection letter/email is an added extra to your workload, but taking the time to officially notify a candidate about your employment decisions is a [big plus point in your favour](https://www.socialtalent.com/blog/recruitment/how-to-reject-a-job-applicant-without-making-an-enemy), and an extremely positive step you can take to ensure you build good will and establish either yourself or the company you work for, as a recruiter/employer of choice,” Siofra Pratt wrote for Social Talent. “In fact, if you do it well, you can foster relationships you would consider for future roles, bolster your employer brand, and boost sales.” Turning down a job applicant doesn’t have to be a hard and excruciating task on your list of things to do. Here are a few tips for handing out rejection: **Don’t leave your candidates hanging** If you have a clear idea that the interviewee isn’t going to fit the bill, don’t wait until you’ve gone through the entire recruitment process with other candidates to let him or her know the news. Let the unfit candidate know that they’re not in the running for the job as soon as possible. This shows that you’re respectful of his or her time, as your company is likely not the only employer that sparked his or her interest during the job search. Just like ending a relationship, candidates will seek closure from you so that they can move on and continue looking for a position elsewhere. Be respectful of this. *“Refrain from having a lengthy discussion.”* **Be smart about the conversation** Beating around the bush and starting the rejection call with a chatty conversation isn’t going to end well. Refrain from having a lengthy discussion and just get straight to the point. Let the candidate know that he or she didn’t get the position, along with the reason why. You may also explain why you went with another candidate – perhaps this individual had more experience in the field or met a different credential that set him or her apart from the other candidates. Give this information to the candidate you are rejecting so he or she can learn from it, not dwell and wonder why he or she didn’t get picked in the first place. **Represent your company well** While it might be difficult to reject the candidate, it’s always important to remember that professionalism is key, and you’re representing your entire company throughout the discussion. As stated by The Balance, it’s critical to talk to each applicant so that they leave the conversation with a [positive attitude toward your organization](https://www.thebalance.com/how-to-turn-down-job-applicants-right-1918795). Making the right impression will impact how the candidate discusses his or her experience to friends and family, who could become potential candidates or clients in the future. At the end of the day, it’s always important to consider the candidate’s feelings. Be respectful and treat him or her as if you were the one being rejected. With these tips, we hope you find it easier to get through the process of turning candidates down when they don’t fit the job description. **Blog Categories:** Hiring Tips --- ### [Hiring healthcare workers with criminal backgrounds](https://employtest.com/hrblog/hiring-healthcare-workers-with-criminal-backgrounds/) **Published:** February 9, 2016 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![Google Logo](https://pictures.contentlead.com/Can-employers-ask-about-their-candidates-criminal-background-_16000902_40029550_1_14111527_500.jpg) Can employers ask about their candidates’ criminal background? According to the Equal Employment Opportunity Commission, an employer has the right to ask potential hires about their criminal background, yet cannot discriminate against them during the hiring process because of their record unless their records suggest that they could be a liability. This liability reasoning must be directly in correlation with the job responsibilities, such as an accounting firm considering hiring a candidate convicted for embezzlement charges. ![Employers can ask about candidates' criminal history, but not discriminate based on this information. ](https://pictures.contentlead.com/x_0_0_0_14091761_800.jpg)Employers can ask about candidates’ criminal history, but not discriminate based on this information. Arrest records do not necessarily mean that candidates were involved in illicit activities, which is why many states have implemented bans for asking applicants about these records. Generally, it is only deemed appropriate for a manager to use arrest records to make a hiring decision if the arrest occurred recently, there is overwhelming reason to believe they committed the crime or if there is a relation between the reason for the arrest and the open position. States have passed these restrictions as a way to provide equal opportunities for convicted felons and criminals in accordance with Title VII of the Civil Rights Act of 1964. When employers do access applicants’ criminal records, they must notify them due to stipulations mandated by the Fair Credit Reporting Act. “In order to access a candidate’s criminal record, the employer must ensure the report is used for a permissible purpose, and have authorization to use the report,” *Workplace Fairness*, an advocacy and educational organization, explained on its website. “Before using a criminal record in a hiring decision, the employer must provide the candidate with a copy of the report and a summary of his rights.” Many hiring managers conduct background checks to avoid negligent hires, decrease the chance of employee turnover and reduce the risk of liability in the event of a situation. Hiring ex-criminals in the healthcare industry has been hotly debated throughout the years. Much of this debate stems from stereotypes and fears from industries that deal with some of the most susceptible portions of the population: children, senior citizens and the mentally ill. *“Hiring managers conduct background checks to avoid negligent hires.”* In nursing homes in particular, this issue was recently contested in a Pennsylvania appellate court. Matthew Draper and Allison Feldstein reported on *JDSupra Business Advisor* that in the case Peake v. Commonwealth, the Older Adults Protective Services Act, which enforces a lifetime ban of elderly healthcare employment for select ex-offenders, is unconstitutional under certain equal employment laws. According to the court’s decision, these healthcare organizations “should have the opportunity to assess the situation and exercise their discretion to employ an applicant found to be sufficiently rehabilitated and a good fit for the job.” While this act was intended to protect the elderly from neglect, abuse or harm, the court concluded that employers should handle each individual on a case-by-case basis, to determine whether they are reformed and fit for the position. Issuing background checks is left to the discretion of a company’s hiring policies. For hiring managers who want to hire the best candidate for the position, regardless of past mistakes, integrating pre employment into the hiring process will provide them with peace of mind and ensure them that the applicant possesses the skills needed for the job. **Blog Categories:** Hiring Tips --- ### [Are you pushing your best employees out the door?](https://employtest.com/hrblog/are-you-pushing-your-best-employees-out-the-door/) **Published:** March 17, 2016 **Author:** Ken Crowell **Content:** Reading Time: 2 minutes ![Are you pushing your best employees out of your office's front door?](https://pictures.contentlead.com/Are-you-pushing-your-best-employees-out-of-your-offices-front-door_16000902_40030856_1_14104983_500.jpg) Are you pushing your best employees out of your office’s front door? Companies that have lower-than-average employee retention rates may not fully understand their troubling phenomenon. Despite their best efforts, quality employees continue to slip through the cracks, pursuing other job opportunities, even with competing companies. While there are many factors as to why organizations may be pushing their best employees out their front doors, here are two of the most common reasons: **Are you paying them a fair wage?** Compensation is frequently cited as one of the most common reasons why employees leave their positions. Even if the job is stressful or difficult, if employees are paid a fair wage, they are less likely to seek out other opportunities. When it comes to salaries, Sunjan Patel, the VP of marketing for When I Work, wrote for Inc, that [employers should find a way to compensate their workers](https://www.inc.com/sujan-patel/don-t-lose-your-best-employees-because-of-these-hr-blunders.html) for what they are worth. *“Companies cannot risk losing quality employees due to bad managers.”* While this may be difficult for smaller companies, the price of a raise for a highly qualified employee may be far less risky than wasting time and resources to hire a new employee that may not perform as well. The amount of revenue lost attempting to get this employee up to par could be substantial. “Managers should regularly benchmark salaries against those of other companies in their region and industry to ensure they are at or above market standards,” Paul McDonald, senior executive director at Robert Half, said in a prepared statement. “While many factors contribute to turnover, competitive pay and benefits can be the difference when it comes to retaining skilled talent.” **Are your managers the problem?** As Travis Bradberry, president at TalentSmart, wrote at LinkedIn, “people don’t leave jobs; they leave managers.” Hiring managers should seriously evaluate if their retention problem centers around one or two bad managers. If employees frequently cite that they are leaving because of poor management or a lack of communication with their boss, it might be wise to bring this problem up to upper management. In this competitive job market , companies cannot risk losing quality employees due to bad managers. Good employees will leave to find other opportunities, leading to an outflow of workers to the competition that value their input. Don’t lose money and talent to other organizations investigate whether or not management is causing the retention problem. “Smart companies make certain their managers know how to balance being professional with being human,” Bradberry explained. “These are the bosses who celebrate an employee’s success, empathize with those going through hard times, and challenge people, even when it hurts. Bosses who fail to really care will always have high turnover rates.” Once hiring managers have addressed these two retention problems, they should integrate [pre-employment testing](https://employtest.com/) into their process to make smarter hiring decisions. Though companies may have good management, if there are no talented lower-level employees, an office cannot function properly. [Contact EmployTest today](https://employtest.com/contact-us/) to learn more about [our tests and services.](https://employtest.com/tests/) **Blog Categories:** Employment Tips --- ### [Most valuable soft skills and how to look for them](https://employtest.com/hrblog/most-valuable-soft-skills-and-how-to-look-for-them/) **Published:** May 17, 2017 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![A candidate's soft skills offer insight into how he or she will perform in a business setting.](https://pictures.contentlead.com/A-candidates-soft-skills-offer-insight-into-how-he-or-she-will-perform-in-a-business-setting_16000902_40041700_1_14107474_500.jpg) A candidate’s soft skills offer insight into how he or she will perform in a business setting. When hiring managers are choosing between candidates who have relatively similar experiences and backgrounds, the decision often comes down to their skills. And while assessing the technical competencies of an applicant is undoubtedly important, they are not the only factors hiring managers should consider in [pre-employment testing](https://employtest.com/). Soft skills are important to test in candidates because they offer insight into the traits and qualities of a person that may not be translated during, for example, a [Microsoft Office skills test](/microsoft-office-skills-tests). Learning more about an applicant’s soft skills allows employers to get a better idea of how the individual may fit with the corporate culture, the ability they have to excel in leadership roles and how inclined they will be to learn and grow within the company. Gaining this information also gives hiring managers an advantage because it can hint at the strengths and weaknesses of a personality – which is important knowledge because it can be used to tailor roles and learning opportunities to improve engagement and, therefore, retention. **In-demand soft skills** Last year, LinkedIn conducted a survey revealing some of the most in-demand skills – which consisted mostly of hard skills. In an article, LinkedIn Economist Guy Berger explained that recruiters began telling the company that they were [struggling to find candidates](https://blog.linkedin.com/2016/08/29/soft-skills-crucial-to-landing-your-dream-job) who had the appropriate soft skills. As Berger worded it, “Hard skills vary based on the job, but soft skills are required for every job.” In its subsequent research, LinkedIn found that some of the most sought-after soft skills, among others, include: - Communication. - Teamwork. - Organization. - Critical thinking. - Adaptability. The findings also showed that coming across candidates with these soft skills was a challenge for nearly 60 percent of hiring managers. ![It's important consider how well a candidate will fit within the corporate culture.](https://pictures.contentlead.com/x_0_0_0_14134824_800.jpg)It’s important to consider how well a candidate will fit within the corporate culture. **Assessing soft skills in candidates** According to Fast Company, researchers have conducted studies indicating that [soft skills are lacking](https://www.fastcompany.com/3059940/these-are-the-biggest-skills-that-new-graduates-lack) among today’s college graduates. However, perhaps the issue isn’t so much that the skills aren’t there, but that employers aren’t asking the right questions or using the correct methods that allow them to identify and assess these skills effectively. After conducting baseline technical and aptitude tests, hiring managers must thoughtfully and strategically move forward with that information. Often the best way – and environment – to gauge the personal attributes of a candidate is during the interview process. The questions asked in this phase of the recruitment and selection process play a crucial role in what the hiring manager learns about the applicant and, in turn, how accurately they are able to determine whether he or she is a good fit for the role. For example, when trying to determine the communication skills of an interviewee, in some situations, it’s helpful to pay attention to how well-spoken and confident the individual is in answering each question – rather than the content of their response. Most applicants are going to tell the hiring manager what they want to hear, so reading between the lines is essential. Similarly, asking on-the-spot questions about how he or she would help solve a specific challenge the company is currently facing shouldn’t just be about seeing whether the person has valuable ideas for the organization to immediately use. It’s also an opportunity to see how well the person thinks and works under pressure. In today’s competitive job market, it’s important for employers to be strategic in how they assess and acquire talent. The [pre-employment tests](https://employtest.com/) an organization conducts can dramatically influence a company’s ability to find and onboard the right candidates. By enhancing and optimizing their methods for vetting the skills and competencies of applicants, employers can significantly improve both employee retention rates and organizational performance. **Blog Categories:** employment tests, Employment Tips, Hiring Tips --- ### [Defining hospital support staff roles](https://employtest.com/hrblog/defining-hospital-support-staff-roles/) **Published:** June 20, 2014 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute ![Medical support staff are critical to the success of a practice.](https://cdn2.hubspot.net/hub/42284/file-3577821757-jpg/blog-files/medical-support-staff-are-critical-to-the-success-of-a-practice-_16000902_70915_1_14092097_500.jpg "Medical support staff are critical to the success of a practice.") Many hospital groups struggle with defining the roles of their support staff in job postings. With the implementation of electronic health records and new reimbursement procedures under the Affordable Care Act, the duties and responsibilities of these professionals are constantly being adjusted. Often, physicians do not want to contribute to the selection process, even though they have specific requirements in mind. This puts added pressure on hiring managers to ensure the candidate has the appropriates skills. In an article for The Hospitalist, Dr. John Nelson provided a review of the skills required for a clerical or support staff member to contribute to the practice. Foremost, the applicant should be able to answer all calls to the practice’s main office number effectively and efficiently. According to Dr. Nelson, most practices have a designated number for billing enquiries that the applicant may not be responsible for, but the applicant should still be able to answer calls from patients and their families, pharmacies and equipment vendors with professionalism and tact. Another critical function is requesting and providing outside clinical records. Of course, this requires knowledge of HIPAA guidelines, which if ignored, can seriously affect a practice’s reputation and financial standing. And because these requests can often come at odd hours or be needed urgently, the applicant should be made aware that the position may require action outside of normal operating hours. To ensure that your practices next clerical or support hire has the skills required to contribute to growth during these volatile times for the industry, a [skills test for employment](https://employtest.com/) should be added to the hiring process. A [clerical skills test](/admin-tests) or [secretarial testing](/admin-tests) can help avoid hiring mistakes and the loss of resources spent onboarding and training an underperformer. **Blog Categories:** Hiring Tips, Medical Tests --- ### [Survey identifies lack of key digital skills among employees](https://employtest.com/hrblog/survey-identifies-lack-of-key-digital-skills-among-employees/) **Published:** October 12, 2018 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Survey identifies lack of key digital skills among employees](https://pictures.contentlead.com/Survey-identifies-lack-of-key-digital-skills-among-employees_16000902_40046342_1_14125162_500.jpg) Survey identifies lack of key digital skills among employees In the hustle and bustle of the hiring process, some things can occasionally fall through the cracks – an incomplete field on an application, for example, or a resume item about which recruiters ask no questions. Presumably, one would hope that assurances of new hires’ skills aren’t among any of the factors that get forgotten – but recent research seems to indicate that this may be happening more often than employers would like. *“As many as 80 percent of workers may not have all of the tech skills their job requires.”* Even more critically, this skills gap may stem from employees who possessed the necessary talents for the job when they were first hired but are falling behind the eight ball due to tech and digital transformation trends they don’t fully understand. Business leaders need to understand the gravity of this situation to determine if it’s an issue in their organizations, and then endeavor to rectify it using appropriate measures like a [computer skills assessment](/computer-skills-test). **Skills gap announced at Gartner conference** Gartner staged its ReimagineHR seminar in London Sept. 6-7, and this event served as the setting for the research firm to present its study on employee preparedness, based on surveys of business leaders all over the world. Per their responses, they believe 80 percent of their employees [don’t have the skills for current and future positions](https://www.businesswire.com/news/home/20180906005082/en/Gartner-20-Percent-Employees-Skills-Needed-Current) and 70 percent lack the full spectrum of knowledge for their responsibilities right now. ![Survey identifies lack of key skills among employees](https://pictures.contentlead.com/x_0_0_0_14066311_800.jpg)Does your staff possess the full complement of necessary tech skills? Brian Kopp, group vice president of the Gartner HR-focused division, laid out the severity of the issue at the conference, again stressing the increasing importance of businesses embracing digital transformation and other major tech trends. “More than two-thirds of business leaders believe that if their company does not become significantly digitalized by 2020, it will no longer be competitive,” Kopp said. **Steps to bring employees up to speed** Identifying a problem within your business is no good if you don’t follow up this discovery with definitive actions to solve it. To some extent, the next steps will be different for every organization, but several general practices can serve most companies quite well. In an interview with Inc. magazine, Harvard University chief digital officer Perry Hewitt explained that it’s essential to [immerse your staff in the latest workplace tech practices and platforms](https://www.inc.com/disneyinstitute/afshar/hewitt.html), rather than opt for a slow-paced or otherwise meticulous deployment. Certain subsets of digital transformation, such as social media, can benefit from formalized, dedicated training sessions, but for the most part, if the entire workforce is involved from the get-go, employees are more likely to cooperate and help one another master new techniques. Also, managers who aren’t the most tech-savvy shouldn’t be exempt from this type of immersion learning – arguably, it’s even more important for senior leadership to bolster their digital transformation skills. “There needs to be a sense of where you are trying to go and how you will get there – as well as a vision of the fundamental change you want to make and how digital transformation can deliver it,” Hewitt told the news provider. Keeping track of workforce progress in digital transformation training with the right data and methods of quantification also plays a vital role in overseeing the rollout of new and advanced platforms. Everyone needs to be involved in this continuous, ever-evolving assessment of performance. Last but not least, Computer Weekly [recommended that HR take a leadership role](https://www.computerweekly.com/microscope/opinion/Four-tips-for-successful-digital-transformation) in digital transformation. Even if they won’t be using certain tools as often as employees in other departments, HR team members must understand how all of them work as part of their responsibility to oversee and support the entire staff. **Blog Categories:** Computer Tests, Employment Tips --- ### [How much time are your employees wasting on computer issues?](https://employtest.com/hrblog/how-much-time-are-your-employees-wasting-on-computer-issues/) **Published:** July 8, 2016 **Author:** Ken Crowell **Content:** Reading Time: 3 minutes ![Are your workers losing time to computer-related problems?](https://pictures.contentlead.com/Are-your-workers-losing-time-to-computerrelated-problems_16000902_40034743_1_14001134_500.jpg) Are your workers losing time to computer-related problems? Modern culture is obsessed with the pursuit of productivity. An article published in the *The Atlantic* last year argued that this “consumer appetite” for productivity stems from living in a society where [works spills over from the office](https://www.theatlantic.com/business/archive/2015/11/be-more-productive/415821/) into employees’ home lives, vacations, commutes and more. Productive-centered technology and various time management techniques support this obsession, keeping people moving and accomplishing more each day. Studies show that employees waste large portions of their workdays due to non-work related, time-sucking activities. A *CareerBuilder* Harris Poll of 3,022 full-time workers and 2,138 hiring managers and HR professionals across a wide range of company sizes and fields [sought to identify the top productivity killers](https://employer.careerbuilder.com/jobposter/resources/page.aspx?pagever=productivity2014&sc_cmp2=JP_Infographic_productivity2014&template=none) in the workplace. The largest time waste discovered was cell phone use, with 50 percent of employers revealing that it ruined workplace productivity. This was followed closely by gossip at 42 percent and internet use at 39 percent. While these activities all negatively impact productivity in the office, a new study found that the average U.S. worker [wastes 22 minutes a day](https://rht.mediaroom.com/file.php/1723/Wasted+Days+Release+FINAL.jpg) dealing with IT-related issues. ![Is your office's productivity level dropping due to computer-related problems?](https://pictures.contentlead.com/x_0_0_0_14129227_800.jpg)Is your office’s productivity level dropping due to computer-related problems? **Are 22 minutes such a big deal?** Robert Half Technology, an international IT staffing provider, conducted the survey of 300 American professionals to discover [just how much time employees lose](https://www.prnewswire.com/news-releases/wasted-workday-employees-lose-over-two-weeks-each-year-due-to-it-related-issues-300239058.html#continue-jump) because they are sorting out various computer problems. Though it may not seem like much at first, consider the average employee who works 40 hours a week, 50 weeks of the year. During a year’s time, the employee may spend 91 hours a year just trying to get his or her computer to work properly. This is more than two work weeks of time! “Technology is a double-edged sword in most organizations – it can be an enormous time-saver, but it can also be a drain if things aren’t working well or people don’t know how to use the tools provided to them,” John Reed, executive director of Robert Half Technology, said. “A proactive and highly proficient help desk can be a huge productivity asset to companies and their employees.” **What can companies do about IT-related problems?** Organizations must encourage their staff to address problems – even if they are small – as soon as they occur. Waiting until the last minute or letting an issue grow more serious before seeking assistance is never a good idea. Companies should communicate proactively and clearly about who their employees can contact if they need help. Employer can also encourage their IT staff to not just fix problems, but to share their advice about how to prevent repeated issues. Companies can replace their old, poorly performing technology with newer models, and hire skilled IT professionals as well. *“The average worker wastes 22 minutes dealing with IT-related issues.”* While some IT issues may be outside of employees’ control or technical expertise, many of these problems [occur due to a lack of knowledge](https://timemanagementninja.com/2012/07/7-ways-to-prevent-computer-problems-from-impacting-your-work/), said Craig Jarrow, the author of the book, “Time Management Ninja.” Older workers may not understand how to use certain programs or fix some of the most basic computer issues – as we discussed in more detail in “[A Wrong Assumption: All Job Seekers Are Computer Proficient](/hrblog/a-mistaken-assumption-all-job-seekers-are-computer-proficient)“. Employers can conduct training sessions to keep employees up to speed and ensure that everyone is on the same page. Though training is a good option, most organizations just don’t have the time to spend training employees who lack the computer skills they need to remain productive throughout their workday. Employees don’t want to spend their days teaching their coworkers how to use the simplest of programs. Instead, businesses may wish they would have had a better screening process to weed out current employees who didn’t really have the skills needed for their position. This is where EmployTest can help. Our [computer skills assessment](/computer-skills-test) test will provide reliable results for businesses looking to hire candidates with valuable computer knowledge. Not only will our [pre-employment tests](https://employtest.com/) save you time during the recruitment process, but they will help you avoid losing profits due to a poor hiring decision. Contact us today to learn more! **Blog Categories:** Computer Tests --- ### [Hiring clerical staff for your hospitalist practice](https://employtest.com/hrblog/hiring-clerical-staff-for-your-hospitalist-practice/) **Published:** September 19, 2014 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute ![Putting a clerical assistant in charge of correspondence and other administrative tasks will allow physicians at your hospital to focus on quality of care.](https://cdn2.hubspot.net/hub/42284/file-3577898742-jpg/blog-files/putting-a-clerical-assistant-in-charge-of-correspondence-and-other-a_16000902_78543_1_14074934_500.jpg "Putting a clerical assistant in charge of correspondence and other administrative tasks will allow physicians at your hospital to focus on quality of care.") In an article written for The Society of Hospital Medicine publication The Hospitalist, Dr. John Nelson offers advice on how and why physicians and hospitals can benefit greatly from hiring clerical staff. For the first few years of his career, Dr. Nelson acted as his own administrative assistant. And he wasn’t alon””the other doctors in his hospitalist group also answered phones and handled their own paperwork without the help of any clerical support. Based on his personal experience, Nelson advises that clerical assistants be tasked with handling all phone calls that come through the main office number. “Most practices will have a separate number for billing inquiries, and clinical calls from the hospital’s nursing staff are usually paged directly to the doctor by a nurse,” Nelson explains. “But that still leaves a lot of calls that will go to the support person.” Clerical support staff is typically responsible for all other forms of communication, as well, including faxes, mail, emails and incoming/outgoing medical records. Administrative assistants in hospital settings also serve as a liaison between physicians and the hospital’s billing service, which can be integral to the financial stability of the institution. Hiring competent clerical support is crucial to the efficient operation of your hospitalist practice, as it has a positive ripple effect on the health care provided there. When medical practitioners are able to devote the majority of their time and energy to patient care, [HCAHPS](/healthcare-aptitude-tests) ratings for their institution improve. To ensure you attain the best possible help for your practice, be sure to conduct a [clerical skills test](/admin-tests) before hiring. **Blog Categories:** Administrative Skills Tests --- ## Helpful Tool Posts ### [ROI Calculator Tool](https://employtest.com/helpful-tools/roi-calculator/) **Published:** April 1, 2024 **Author:** Ken Crowell **Content:** ### EmployTest ROI Calculator #### Simulate your savings if using pre-employment tests. **How many employees at your company? \*** **What is your turnover percentage annually ?** **Average Salary of Position** **Estimate % Reduction in Turnover when using Assessments** *Default is 30%, based on history, but can range from 20-70%. Be conservative with a lower percentage, if only used for some roles.* Here is your projected annual savings from using pre-employment tests. --- ### [Planning Worksheet](https://employtest.com/helpful-tools/worksheet/) **Published:** April 1, 2024 **Author:** Ken Crowell **Content:** This pre-employment testing planning worksheet is a comprehensive tool for recruiters to strategize their skills testing program. It guides users in identifying key competencies, choosing the right tests tests, setting benchmarks, and evaluating the results. This resource ensures a structured approach to evaluating job applicants’ skills, aligning with your business needs and helping you to avoid hiring mistakes. --- ### [Pre-Employment Skills Test Quick Reference Guide](https://employtest.com/helpful-tools/pet-guide/) **Published:** April 1, 2024 **Author:** Ken Crowell **Content:** [Pre-Employment Skills Testing Quick Start Guide](https://employtest.com/wp-content/uploads/2024/04/Testing-Quick-Reference-Guide.pdf) --- ## Other Resources Posts ### [Survey](https://employtest.com/other-resources/survey/) **Published:** April 1, 2024 **Author:** Ken Crowell **Content:** Recruiting Industry News# What to Expect From Pre‑Employment Testing 2024 The 2024 Recruiting Trends Survey Report - [About EmployTest](#et24-about) - [Executive Summary](#et24-summary) - [Introduction](#et24-intro) - [Survey Findings](#et24-findings) - [Discussion](#et24-discussion) - [Implications](#et24-implications) - [Conclusion](#et24-conclusion) Contents## Table of Contents [01About EmployTest](#et24-about) [02Executive Summary](#et24-summary) [03Introduction](#et24-intro) [04Survey Findings](#et24-findings) [05Discussion](#et24-discussion) [06Implications for HR Practice](#et24-implications) [07Conclusion](#et24-conclusion) 01 — Who We Are## About EmployTest --- EmployTest, established in 2006, has become a leading force in pre-employment testing, collaborating with over 6,000 clients, ranging from corporate entities to non-profits and government organizations. Our influence extends across every U.S. state, Canadian province, and spans 17 countries on 6 continents. Through our assessment platforms, we conduct over 60,000 tests annually, offering a diverse range of validated tests tailored to industry needs. We’ve forged partnerships with top test development companies, providing three distinct test platform options that cater to industry, location, size, and specific topics — ensuring a customized yet standardized approach to pre-employment assessments. Our commitment revolves around two key objectives. Firstly, we empower Human Resources teams and Hiring Managers with invaluable insights to make informed hiring decisions — guiding clients in selecting appropriate tests, administering them, and aiding in the interpretation of scores throughout the hiring process. Secondly, we provide job applicants with a platform to showcase their skills, abilities, aptitude, and behavioral traits, allowing for a comprehensive evaluation beyond traditional metrics like education and work experience. By emphasizing actual job-related capabilities through testing, we contribute to fostering diversity based on skills and abilities rather than mere credentials. EmployTest stands as your dedicated partner in navigating the complexities of the hiring process, ensuring smarter and more effective recruitment strategies. *To learn more about our company, visit **EmployTest.com**.* 6,000+ Clients served worldwide 17 Countries across 6 continents 60,000+ Tests conducted annually 02 — Overview## Executive Summary --- During periods of talent scarcity and high attrition, precise skills-matching and job-fit assessments have become critical for effective hiring. This report summarizes the findings of a 2023 survey of recruiters and HR team members regarding their pre-employment testing practices and challenges. Key findings indicate that a majority of organizations **(84%)** already utilize some form of pre-employment testing within mid-late stages of their recruiting process, with the results influencing anywhere from **33% to 67%** of the final hiring decisions. Despite proven benefits of assessments, restrictive budgets remain a barrier for wider adoption. Over **60%** of respondents spend under $1,000 annually on pre-employment testing tools and services. At the same time, the top reported hiring challenges are scarce applicants with required hard skills and soft skills. As competition mounts in the battle for talent, organizations that invest in testing to address candidate shortcomings early on will gain long-term savings in time, resources, and turnover costs. Looking ahead at 2024, this report spotlights two key trends to expect. First, optimized pre-employment tests that cater to specific job competencies will play a more influential role in data-backed hiring decisions. Second, Artificial Intelligence-driven recruiting is poised to grow as more companies recognize AI’s potential to enhance sourcing, screening, and shortlisting qualified candidates amid applicant scarcity. By personalizing test selection and practicing evidence-based hiring supported by AI talent analytics, HR teams can make smart recruiting decisions even with limited resources. The following sections distill the survey findings and provide actionable recommendations for assessing and validating applicants’ job-fit as efficiently and objectively as possible during 2024’s ultra-competitive hiring climate. 03 — Background## Introduction --- The 2024 Recruiting Trends Survey was conducted by EmployTest, distributed to HR professionals across the US working in organizations with employee counts ranging from less than 100 to 2,500. The goal was to benchmark best practices for quality hiring and utilize the data to provide actionable recommendations for recruiters and hiring managers. With today’s competitive labor market, hiring top talent poses multiple challenges that have intensified in recent years. Using advanced pre-employment tests can help address many of these obstacles through validated skills assessments. This survey was developed to gain quantified insights into the use of testing and uncover remaining barriers to adoption. Understanding how organizations currently leverage tests, their influence in the process, timing of administration, and impact on key hiring metrics provides a snapshot into the evolving role and value of pre-employment assessments. With intelligent tools like AI also continuing adoption, having current statistics will be invaluable for recruiters looking to enhance their talent acquisition strategy in 2024. Section 04 ## Survey Findings --- ### Use of Pre-employment Tests Pre-employment testing has become a standard part of the hiring process for most organizations. 84% use testing 84%**Use pre-employment tests** 16%**Do not use pre-employment tests** Based on the survey, 84% of respondents currently use some form of skills testing with candidates. Only 16% of companies do not utilize any pre-hire assessments. ### Reasons for Not Using Pre-employment Tests With the majority of businesses leveraging testing, it begs the question: why do some still avoid adopting this best practice? The survey uncovered the top reasons why the 16% of recruiters who skip skills assessments do so: Too few applicants meet job requirements33% Previously used unreliable tests33% Cost of tests17% Top management says no17% **33% — Too few applicants meet job requirements:** for more specialized roles or smaller companies, the perception is there would not be enough candidates to justify the cost. **33% — Previously used unreliable tests:** poor experiences with low-quality or inaccurate tests in the past have led to reluctance. **17% — Cost of tests:** budget constraints, with concerns over the expense of quality validated assessments. **17% — Top management does not allow:** a lack of buy-in from key decision makers blocks adoption at some organizations. ### 2024 Hiring Challenges The survey asked participants to rate major hiring obstacles on a 1–5 scale, with 5 being extremely challenging. Amount of time before hiring decision3.5 / 5 Confidence in applicants’ skills3.4 / 5 Recruiting costs3.4 / 5 The most significant pain point for HR managers is making timely hiring decisions — rated a concerning 3.5 average, edging out “Confidence in Applicants’ Skills” and “Recruiting Costs,” each rated 3.4. While low applicant volume presents its own difficulties, the most severe repercussions were associated with delayed decision-making. ### Budgeting for Testing The data indicates the vast majority of companies utilizing pre-employment tests invest a modest budget toward their assessment programs. 62% of respondents have a testing budget **under $1,000/year** 29% of respondents have a budget of **$1,001–$5,000/year** 5% of respondents have a budget of **over $5,000/year** Nearly two-thirds spend less than $1,000 annually, suggesting they use affordable yet effective evaluations — likely general assessments that screen across broad work-readiness competencies. About 30% of businesses earmark between $1,000–$5,000 toward skills assessments each year, administering numerous role-specific tests to gauge proficiency in specialized skillsets. A small but noteworthy 5% allocate over $5,000 a year — an enterprise-level investment often involving custom simulations based on proprietary in-house workflows. ### Impact of Testing on Hiring Decisions The survey asked respondents to quantify how significantly skills assessments influence their overall candidate selection process. 61% 33–67% of decision 61%**Tests account for 33–67% of the hiring decision** 26%**Tests account for <33% of the hiring decision** 13%**Tests account for >67% of the hiring decision** For the majority of companies, pre-employment evaluations play a moderate to major role in determining final hiring choices, confirming their vital value in talent acquisition. A telling 13% indicated assessments more than halfway or fully dictate hiring selections — aligning with best practices, as validated skills data should surface the most qualified applicants. ### Stages of Administering Pre-employment Tests The data indicates companies utilize pre-employment tests at the following stages of the hiring process. 71% mid-process 71%**Administer tests mid-process, during interviews** 21%**Administer tests as final step to confirm skills** 8%**Administer tests before phone screening** The majority (71%) deliver skills assessments during the interviewing pipeline after resumes have been screened. About one-fifth (21%) apply testing after interviews conclude to validate capabilities before extending offers. Less than one-tenth (8%) assess candidates earlier, before human interaction. ### AI in Recruiting The survey data reveals the following viewpoints around adoption of AI tools among recruiters. Not yet using AI, but plan to in the future38% Do not believe the hype around AI33% Already use AI currently29% While 29% use of AI indicates steady adoption, the majority have not integrated AI-powered recruiting automation. Of non-adopters, 38% remain open but likely desire more proven use cases before buying in. However, one-third show skepticism and some doubt it will impact talent acquisition. As AI mainstreams over the next few years, positive return on investment by current adopters may overcome skepticism. Section 05 ## Discussion --- Interpretation of Key Findings## Reading Between the Numbers #### Hiring Challenges Recruiters say the slow pace of hiring decisions is their primary challenge — even more so than confidence in applicants’ skills, low applicant volume, or recruiting costs. #### Budget Most companies spend under $1,000 annually on pre-employment tests. A smaller percentage budgets more than $5,000, showing commitment to customized assessments for their competitive hiring environment. #### Impact on Testing Decisions Test scores significantly influence hiring decisions for most companies. While tests strongly inform, they don’t solely determine outcomes in many organizations, and a small fraction give assessments substantial weight in decision-making. #### Stages When Tests Are Administered Most recruiters use skills assessment during interviews, while a smaller number use tests after interviews to confirm abilities before job offers. A much smaller number assess candidates before any human contact. #### AI in Recruiting AI use is growing, but most haven’t adopted it due to needing more proven cases. Skepticism exists. Success in efficiency and candidate quality may convince the unsure, which shows potential for AI in the future. Industry Benchmarks## Comparison with Existing Literature --- A SHRM survey found that **78%** of HR professionals say the quality of their organization’s hires has improved due to their use of pre-employment assessments. 65% of employers today use some form of pre-employment testing 62% say the top reason is to help hiring managers make better decisions 65%+ use one or more tests during the interview stage A report from Talent Board reveals that pre-employment assessments are highly valued among hiring managers. Employers test for a range of competencies and use assessments for multiple strategic purposes: 52%of employers test for job-specific skills 37%of employers test for cognitive ability 34%of employers administer personality tests 26%of employers test candidates for culture fit 47%use pre-employment tests to improve new hire performance 34%use testing for risk mitigation 34%use testing to increase early retention 31%use testing to introduce candidates to role expectations Company Size & Industry## Impact of Company Size on Recruiting Practices --- #### Small Organizations For small organizations, each hire is critical. A single misstep in recruitment can disproportionately impact operations and team dynamics. With limited budgets and less room for error, the cost of hiring mistakes can be huge — not just financially, but also in terms of productivity and morale. Pre-employment testing becomes a strategic tool, allowing these companies to better predict candidate success. By evaluating core competencies and job-specific skills upfront, small organizations can make more informed decisions, maximizing the likelihood of a good fit and long-term retention. #### Midsize & Larger Organizations Midsize and larger organizations often face a flood of applicants, making the sifting process challenging and resource-intensive, even when using applicant tracking systems (ATS). Pre-employment testing helps to efficiently filter the candidate pool, reducing time to hire. Tests objectively identify candidates who meet the specified qualifications, streamlining the hiring pipeline so the vast number of applications is distilled down to the most capable — protecting the quality of new hires. Why EmployTest## Comparison Ratings & Unique Value Proposition --- ★★★★★ 4.7 / 5 EmployTest has received an exceptional rating of **4.7 stars out of 5** on Capterra’s Pre-Employment Testing Software review, surpassing Testgorilla, TestDome, and HR Avatar. “Ease of Use” and “Customer Service” are the reasons EmployTest stands out. While there are two providers with higher ratings than EmployTest, their services come at a much higher cost. EmployTest is dedicated to offering reliable, budget-friendly, and flexible assessment services while ensuring top-notch quality — empowering HR teams with high-quality validated assessments and test customization options unlike any in the industry. EmployTest offers valuable resources to assist HR teams in creating the business case to upper management for the use of pre-employment testing, including an **ROI Calculator**, planning tools, and free test samples. Looking Ahead## Pre-employment Testing & AI: Projected Impact on Hiring --- The survey statistics reveal meaningful adoption trajectories for pre-employment testing and AI that may soon position both solutions as talent acquisition powerhouses. 39% **Lower turnover rate** reported by companies that use pre-hire screenings.Source: Aberdeen A majority of companies now use test results to make up to 67% of hiring decisions. Tests effectively predict job performance beyond just resumes — as more organizations realize these benefits, reliance on testing will keep increasing. Also, 70% give tests during interviews to see skills in action, revealing abilities beyond qualifications on paper. Almost 30% now use AI to streamline hiring through data and automation. Many are hesitant about AI despite the promise of efficiency, but if early adopters see tangible benefits, widespread adoption may happen quickly. Assessments and AI analytics seem poised to drive hiring — but selling skeptical teams requires proof that these innovations optimize hiring in real business settings. The data signals that future is coming soon. 06 — Recommendations## Implications for HR Practice --- The 2024 Recruiting Trends survey findings suggest several tangible takeaways for HR departments seeking to improve talent acquisition results. 01 #### Efficiently Allocate Testing Budgets To make the most of a limited budget allocated for pre-employment tests, it is essential for hiring managers to use their resources effectively — incorporating a wide selection of pre-employment tests at the appropriate stages of the hiring process. 02 #### Test Before You Interview While multi-stage testing offers comprehensive evaluation, initial assessments through pre-employment tests aid in objectively screening candidates before face-to-face interviews. This approach saves time and enables HR managers to objectively compare candidates. 03 #### Sell Hiring Managers on the Benefits of Testing Educate hiring managers on the significance of tests, which often constitute 1/3 to 2/3 of hiring decisions. Pre-employment tests assess who can perform the job, not just those with experience or education credentials — managers who solely rely on work history may overlook hidden talent. 04 #### Engage with Previous Applicants Insufficient applicants remain a key challenge. Reconnect with past candidates to target them for current job openings — previous applicants are more inclined to reapply, especially if they experienced a positive hiring process. 05 #### Experiment with AI on a Trial Basis While some are skeptical about AI in hiring, many have already adopted it and are considering expanding its use. Test low-cost AI solutions in small pilot programs initially — if successful, scale up; if not, the investment is minimal. 07 — Closing## Conclusion --- The findings of the 2024 Recruiting Trends Survey offer valuable insights into the current state of pre-employment testing and its impact on hiring decisions. The widespread adoption of pre-employment testing highlights its effectiveness in addressing hiring challenges and improving talent acquisition strategies. However, some organizations face barriers such as cost concerns and unreliable tests. Educating stakeholders on the value of pre-employment testing can encourage greater adoption and enhance talent acquisition outcomes. AI tools are gaining traction in recruiting, and while many recruiters remain skeptical about their impact, they are likely to enhance efficiency and data analytics in the future. Pre-employment testing plays a significant role in making timely hiring decisions by providing objective and reliable data. Administering tests earlier in the recruitment process can also be beneficial in identifying qualified candidates who might otherwise be overlooked. To meet the growing demands of recruiting, choose a pre-employment testing partner that can help streamline the hiring process through high-quality and validated assessments. By investing in a reliable pre-employment testing partner, businesses can improve their recruitment efforts and make informed hiring decisions. EmployTest Source: EmployTest 2024 Recruiting Trends Survey — “What to Expect From Pre-Employment Testing in 2024.” To learn more about the services and products offered by EmployTest, visit EmployTest.com or follow EmployTest on social media. [Download the Industry Report Here](https://employtest.com/wp-content/uploads/2024/04/EmployTest-Industry-Report-2024-UPDATED.pdf) --- ### [Hiring Research & Annual Survey Reports](https://employtest.com/other-resources/research-hub/) **Published:** December 17, 2025 **Author:** Ken Crowell **Content:** Research HubEmployTest publishes original research to help employers make better informed hiring decisions. Our work combines surveys of HR and hiring professionals with aggregated assessment data from real applicants tested on our platform. ## Two kinds of research live here Each answers a different question about hiring today, so pick the lane that matches what you need. Hiring Research### What hiring teams are experiencing Surveys of HR professionals, recruiters, and hiring managers on the challenges they face day to day. - Hiring challenges and applicant quality - Pre-employment testing usage - Hiring technology and AI adoption - Recruiting priorities for the year ahead Applicant Benchmark Data### How applicants actually perform Aggregated assessment results from real applicants tested through EmployTest during live hiring processes. - Typical scores by test and skill area - Score ranges and variation between applicants - Skills versus cognitive and aptitude results - Completion times, timed and untimed ## Applicant skills benchmark data What job applicants actually score on pre-employment tests, drawn from real hiring activity on the EmployTest platform. ✓Average and median assessment scores ✓Middle 50% score ranges ✓Score distributions at common reference points ✓Test completion times ✓Timed versus untimed assessment results ✓Differences between skills, knowledge, cognitive, and aptitude assessments ✓Multi-year score trends for selected assessments ✓Coverage across Excel, Microsoft Office, accounting, attention to detail, cognitive ability, and more These figures represent applicants tested through EmployTest. They describe our applicant pool and are not meant to represent the U.S. workforce or all job applicants generally. [Explore Applicant Skill Benchmarks](https://employtest.com/benchmarks/) [Read the Benchmark Methodology](https://employtest.com/methodology/) ## 2026 hiring and pre-employment testing research Our newest survey looks at what hiring teams are prioritizing as they head into next year. Latest Edition### 2026 Hiring & Pre-Employment Testing Trends Report Skills verification remains the top challenge hiring teams report, ahead of applicant volume and recruiting cost. The full report breaks down where testing and AI are fitting into the hiring process this year. - 79% of surveyed hiring professionals use skills, aptitude, or behavioral assessments - Skills verification continues to rank as the top hiring challenge - Concerns about applicant quality remain steady across industries - AI is showing up in more parts of the recruiting and hiring process [Download the 2026 Report (PDF)](https://employtest.com/wp-content/uploads/2026/01/2026-Recruiting-Industry-News-.pdf) [View the Full 2026 Report](https://employtest.com/other-resources/2026-recruiting-hiring-trends-report/) **79%**use skills, aptitude, or behavioral assessments **4.1 / 5**rated confidence in candidate skills as their top concern **3.6 / 5**rated applicant quality as unpredictable ## Previous editions A look back at how hiring teams approached testing, budgets, and AI in prior years. 2024 Edition### 2024 Hiring Industry Report [View the 2024 Research](https://employtest.com/other-resources/survey/) Published in 2024 and based on a 2023 survey of U.S. HR professionals, this report captured hiring practices before AI adoption became widespread. **84%**used some form of pre-employment testing **61%**said assessments carried real weight in hiring decisions **71%**administered assessments during the interview process **29%**were already using AI in parts of their work [Download the Original 2024 Report](https://employtest.com/wp-content/uploads/2024/04/EmployTest-Industry-Report-2024-UPDATED.pdf) ## How EmployTest research is produced Transparency matters when hiring data informs real decisions, so we publish where our numbers come from and what they leave out. ### Benchmark data methodology Our methodology page explains how benchmark figures are built and where their limits are. - Where the underlying assessment data comes from - What the applicant sample represents - Minimum sample size requirements - How averages, medians, and ranges are calculated - How timed and untimed tests are handled - How privacy is protected [Read the Benchmark Methodology](https://employtest.com/methodology/) ### Assessment development and validity Benchmark data shows how applicants perform. Validity addresses a separate question: whether an assessment measures skills that matter for the job. Our assessment development process draws on industrial-organizational psychology, subject-matter expertise, and job analysis, applied consistently across the test library. [Learn About Assessment Validity](https://help.employtest.com/en/articles/12193426-employtest-assessment-validity) ## Using EmployTest research Journalists, researchers, employers, and other publishers are welcome to reference our findings with proper attribution. - Attribute the finding to EmployTest - Link to the original EmployTest research or benchmark page rather than a secondary source - Preserve the population, sample, and time period tied to the statistic - Present applicant benchmark data as our own applicant pool, not the entire U.S. workforce Suggested citation EmployTest, Applicant Skills Benchmark Data, 2021 to 2026. --- ### [2026 Recruiting & Hiring Trends Report](https://employtest.com/other-resources/2026-recruiting-hiring-trends-report/) **Published:** August 12, 2026 **Author:** Ken Crowell **Content:** EmployTest Research# Recruiting & Hiring Trends Report 2026 What to expect from recruiting, skills testing, and AI in hiring for 2026 — based on a survey of HR leaders and hiring managers across industries. - [About EmployTest](#et26-about) - [Executive Summary](#et26-exec) - [Introduction](#et26-intro) - [Survey Findings](#et26-findings) - [Discussion](#et26-discussion) - [Implications for HR](#et26-implications) - [Conclusion](#et26-conclusion) ## About EmployTest --- EmployTest has helped organizations hire with confidence since 2006. More than 6,000 clients — including corporate teams, nonprofits, staffing agencies, and government organizations — have relied on our assessments to make smarter hiring decisions. Our reach spans every U.S. state, every Canadian province, and 17 countries across six continents, giving us a broad view of how hiring needs continue to change. We deliver over 60,000 assessments annually through three flexible testing platforms. These include validated skills tests, aptitude measures, and behavioral assessments that can be used as-is or customized to fit specific roles. Whether a team needs to confirm basic office abilities or evaluate more specialized skills, the platform is built to support those decisions clearly and consistently. EmployTest works for organizations of all sizes. Flexible pricing allows small teams hiring a few people a year, as well as large groups with frequent openings, to access the same reliable tests without being locked into enterprise-level costs. This makes structured, skills-based hiring attainable for more teams, not just high-volume employers. What sets EmployTest apart is our focus on making testing practical and easy for HR teams. We help organizations choose the right assessments, guide them through setup, and provide straightforward score reports that hiring managers can interpret quickly. Candidates benefit too — they get a fair opportunity to show what they can actually do, not just what’s on their résumé. With a mix of strong customer support, flexible tools, and a long track record across industries, EmployTest continues to serve as a trusted partner for teams that want a more accurate, consistent, and fair way to evaluate talent. To learn more, visit [EmployTest.com](https://www.employtest.com). ## Executive Summary --- Hiring teams are heading into 2026 with one clear concern: they aren’t confident in applicants’ real skills. It’s the top challenge in this year’s survey, even ahead of applicant volume or recruiting costs. Nearly three out of four respondents said verifying the accuracy of applicants’ skills is one of their toughest obstacles. Even when applicants look strong on paper, many HR teams worry they can’t know if someone can actually do the job. Most respondents still plan to hire in 2026, with the biggest needs in administrative, customer support, sales, and finance roles. Many also expect to add people in software, data, and AI-focused jobs as companies continue shifting toward tech-enabled work. To make better decisions, 79% already use pre-employment tests. They rely on assessments to improve the quality of hire, reduce early turnover, and bring more consistency to their process. Those who aren’t testing mainly worry about cost or whether the tools will work for them. AI is part of the conversation as well, though adoption varies. Three-quarters of respondents expect at least some AI skills from new hires, especially in everyday productivity tools. But when it comes to using AI in their own hiring systems, many teams are cautious — concerns around transparency, privacy, and fairness continue to slow adoption. Taken together, the data paints a clear picture: hiring teams want more certainty, less guesswork. They’re looking for evidence that a candidate can perform, tools that help them compare applicants fairly, and processes that stay efficient even when resources are tight. This report breaks down the survey findings and highlights where HR teams can make the biggest improvements as they plan for 2026. ## Introduction --- The 2026 Recruiting Survey was designed to gain insight into the challenges HR teams face as they plan for the year. We reached out to professionals across different industries, company sizes, and job levels — from HR coordinators to senior leaders — to get a clearer view of how hiring is changing and what challenges are rising to the surface. While the last few years have brought major shifts in recruiting, one theme remains constant: employers want better ways to identify people who can truly do the job. This survey helps illustrate why that need has become stronger. Respondents shared their biggest hiring obstacles, the roles they expect to fill next year, how they’re using (or not using) pre-employment tests, and where AI fits into their process today. The data reflects a mix of organizations: large nonprofits, professional services firms, retail groups, healthcare teams, tech companies, and public-sector workplaces. Most of them continue to hire steadily, even as budgets tighten and expectations rise. This report walks through the key findings, explains what they mean for HR teams, and offers practical takeaways for improving hiring decisions in the year ahead. The goal is simple: give employers a grounded, data-driven look at where hiring stands today and what they can do to build a more confident, consistent, and skill-focused hiring process. ## Survey Findings --- ### Hiring Challenges 82% say confidence in the accuracy of applicants’ skills 72% say low quality of applicants 66% say recruiting costs 64% say amount of time before hiring decision Hiring managers and HR pros revealed that **confidence in the accuracy of applicants’ skills** earned the highest average rating, making it the most pressing challenge this year. This slightly outranked concerns such as low applicant volume and recruiting costs, which also scored high across respondents. Interestingly, participants gave “Amount of Time Before Hiring Decision” a concerning average rating of 3.5 on a 1–5 scale. This edged out other challenges like “Confidence in Applicants’ Skills” and “Recruiting Costs,” which were rated at 3.4 each. ### Hiring Plans for 2026 Most HR managers and employers expect to hire in 2026. The largest group plans to bring on 6–20 new employees, followed closely by those hiring 21–50. Only a small portion reported zero hiring plans. Planned headcount growth in 2026 0 hires 8% 1–5 hires 23% 6–20 hires 33% 21–50 hires 21% 51–100 hires 8% 100+ hires 6% When asked which roles they expect to fill, the strongest demand was for administrative and office positions, followed by customer support, sales, finance, and operations roles. Several teams also noted plans to hire for software, data, or AI-related positions, showing a growing need for technical and digitally skilled talent. ### Use of Pre-Employment Tests Share of employers using pre-employment tests Use pre-employment tests 79% Do not use pre-employment tests 21% Pre-employment testing has become a standard part of the hiring process for most organizations. Survey results show that **79% of respondents currently use some form of skills testing** with candidates. Only 21% of companies do not use any pre-hire assessments. Of those not using assessments, the top barriers were: - **Cost of tests** — 8% - **Lack of evidence/ROI** — 4% - **Legal or compliance concerns** — 4% - **Previously used unreliable tests** — 2% - **Tests viewed as time-consuming to implement** — 2% - **Use of in-house assessments instead** — 2% For these teams, the hesitation isn’t about doubting the value of skill verification — it’s about cost, confidence in the tools, or workflow fit. The data suggests that with better guidance, clearer results, and budget-friendly options, more organizations would be open to adopting structured assessments in the future. ### Top Goals for Using Pre-Employment Tests Top goals cited by respondents Improve quality of hire 56% Standardize / fairness in hiring 46% Better candidate job fit 42% Reduce turnover / early attrition 40% Lower hiring costs 33% Reduce time-to-hire 27% Meet compliance / governance expectations 21% Scale hiring with limited recruiters 19% When respondents were asked about their top goals for using pre-employment tests, a clear pattern emerged: the main reason is to improve quality of new employees, with several related outcomes close behind. Smaller but still important goals included reducing time-to-hire, meeting compliance or governance expectations, and scaling hiring with limited recruiting staff. Together, these responses show that HR teams see testing as a way to get clearer evidence on skills and fit, while also building a more consistent and defensible hiring process. ### AI Features Used Today 52% of respondents either don’t use AI or aren’t sure if they do. AI adoption among recruiters AI content generation 25% Automated scoring / shortlisting 25% Adaptive / algorithmic test routing 23% AI-based skill inference from work samples 19% AI-driven job-profile matching 15% None today 38% Not sure 15% Survey results show that AI is being used in hiring, but mostly in simple, practical ways. The most common features in use today are AI-generated content and automated scoring or shortlisting (both used by 25% of respondents). Slightly fewer teams use adaptive test routing (23%), AI-based skill inference from work samples (19%), or AI-driven job-profile matching (15%). At the same time, adoption is far from universal. Over half of respondents either don’t use AI at all or aren’t sure whether their tools include it, which shows that many teams are still evaluating how — or if — AI fits into their hiring process. ### Expected Impact of AI on Hiring How respondents expect AI to affect hiring metrics Much Better No Impact Much Worse 38% 46% 17% Candidate quality 44% 42% 15% Time-to-hire 35% 50% 15% Cost per hire 29% 56% 15% Fairness / consistency 37% 48% 15% Hiring manager satisfaction 41% 44% 15% Candidate experience The strongest confidence appeared around time-to-hire, where most respondents believe AI will make the process faster. Improvements are also expected in candidate experience, cost per hire, hiring manager satisfaction, and candidate quality. However, many respondents still believe AI will have no major impact on most metrics next year — especially fairness and consistency, where “No Impact” was the highest neutral rating in this group. A smaller portion expect negative outcomes, though concerns were present across all categories. Overall, the data suggests HR teams see potential in AI but expect changes to be gradual rather than transformative. ### AI Skills Expected From New Hires Skills employers expect new hires to bring AI-assisted productivity 38% Data literacy 35% Workflow automation 33% Prompt engineering & task decomposition 27% Customer-facing AI use 25% Quality control of AI output 23% Search & retrieval 23% None expected 33% The most commonly expected skill was AI-assisted productivity in office tools — generating content, summarizing information, or drafting communication in Docs, Sheets, email platforms, or CRMs. Close behind was data literacy, including the ability to read charts, interpret basic statistics, or understand AI-generated outputs. Other frequently selected skills included workflow automation, prompt engineering and task breakdown, customer-facing AI use, and quality control of AI output, such as fact-checking or spotting errors. **33% of respondents said they do not expect any AI skills** from new hires at this time. ### Top Concerns About Using AI in Assessments Barriers employers cite around AI in hiring Data privacy / security 52% Explainability / transparency 42% Brand / reputation risk 35% Adverse impact monitoring & remediation 33% Cost / ROI uncertainty 29% Bias / fairness 23% Change management / internal skills 21% None 13% The most common concern was data privacy and security, selected by the largest number of respondents. This was followed by explainability and transparency, reflecting worries about how AI systems make decisions and whether those decisions can be justified. Other frequently cited concerns included brand or reputation risk, adverse impact monitoring, and cost or ROI uncertainty. Respondents also noted challenges related to change management and bias or fairness issues, highlighting the need for clear oversight when integrating AI into hiring workflows. Overall, the responses show that organizations are open to AI but want clearer safeguards, better transparency, and more predictable outcomes before relying on AI-driven assessments more fully. ## Discussion --- “The biggest challenge we hear from hiring teams is simple: they can’t trust what’s on a résumé anymore. Skill verification is becoming non-negotiable.” — Ken Crowell, CEO of EmployTest ### Interpretation of Key Findings #### Hiring Teams Still Struggle to Trust Applicant Skills The biggest challenge this year wasn’t getting enough applicants — it was knowing whether those applicants actually have the skills they claim. Most respondents rated “confidence in applicants’ skills” as a top concern. With AI tools making it easier for anyone to create polished résumés, hiring teams are relying more on testing to see real ability, not just good writing. #### Testing Remains a Stable Part of the Hiring Process Despite tight budgets, nearly eight in ten organizations still use pre-employment tests. The reasoning is simple: teams want better hires, fairer decisions, and fewer early exits. Testing gives them a consistent way to compare candidates, and that stability matters when hiring feels unpredictable. #### AI Skills Are Becoming the New Baseline A major shift this year is the rise of AI expectations. About two-thirds of companies say at least some of their 2026 hires need AI-related skills. These aren’t advanced technical skills — they’re everyday abilities like using AI in documents, email, or workflow tools. It’s becoming as essential as knowing Excel used to be. #### Hiring Challenges Look Different by Company Size Smaller organizations feel the impact of a bad hire immediately, so they lean heavily on testing to reduce risk. Mid-sized companies often face too many applicants and need ways to sort them quickly. Larger employers are interested in AI but must balance it with compliance and internal policies. Across all sizes, the common theme is wanting clearer, faster ways to identify true skills. ### Comparison with Existing Research and Industry Benchmarks These findings align with the survey’s own data showing that employers are using tests primarily to strengthen hiring decisions and reduce guesswork. External research also points to a growing reliance on structured assessment plans to manage applicant quality, especially in high-volume roles. 78% of HR professionals say skills-based hiring improves quality of hire.— SHRM 43% of organizations now use AI in HR tasks, a big jump from 26% in 2024.— SHRM 8 in 10 HR teams using AI say it saves time or streamlines recruiting tasks.— SHRM The research also mirrors the survey’s results on AI: companies are interested in small, practical AI tools, but most are adopting them slowly due to concerns around fairness, accuracy, and transparency. Overall, the external research matches what our respondents reported: teams want more confidence, more consistency, and fewer assumptions in their hiring process. That’s why pre-employment testing, and careful use of AI, are becoming common hiring practices across industries. “Across industries, the pattern is the same: teams want faster decisions, clearer evidence, and less guesswork. That’s where testing and responsible AI really shine.” — Ken Crowell, CEO of EmployTest ### Pre-Employment Testing and AI: Projected Impact on Hiring The data suggests that pre-employment testing will continue to play a central role in hiring decisions in 2026. Most respondents use assessments to confirm skills before interviews or final hiring steps, and many expect testing to carry even more weight as applicant skill confidence remains a major challenge. AI is also expected to reshape parts of the hiring process, though adoption is still cautious. While a portion of respondents already use features like automated scoring or adaptive routing, many are waiting for clearer proof around fairness, consistency, and ROI before expanding usage. Still, most HR teams believe AI will help reduce time-to-hire and improve efficiency if implemented responsibly. 39% lower turnover rate reported by companies that use pre-hire screenings.— Aberdeen Together, skills testing and AI-assisted tools are positioned to strengthen how organizations evaluate talent, offering more consistent, evidence-based decisions during a time when skill verification is becoming increasingly important. ## Implications for HR Practice --- The 2026 results highlight several steps HR teams can take to improve hiring outcomes: 1. 1 #### Use assessments earlier in the process Skill confidence was the top challenge this year. Introducing short, role-relevant tests before interviews can help filter qualified candidates sooner and prevent delays later. 2. 2 #### Align tests with the skills roles require Administrative, customer support, operations, and tech-enabled roles dominate 2026 hiring plans. Incorporating digital literacy, problem-solving, and AI-assisted productivity skills can help teams assess job readiness more accurately. 3. 3 #### Strengthen fairness and consistency Standardized testing helps reduce guesswork and ensures all candidates are evaluated with the same criteria — especially when résumés vary widely in quality or when AI-generated applications are becoming common. 4. 4 #### Adopt AI in small, low-risk pilots Many teams are curious about AI but cautious. Starting with features like automated scoring or test-item generation allows HR to test impact without overhauling their process. 5. 5 #### Support hiring managers with clear, simple insights Concise score reports and guidance on interpreting assessments help managers make faster, more confident decisions. 6. 6 #### Protect limited hiring budgets A mix of general skills tests and targeted assessments can stretch testing budgets further while still improving quality of hire. “Good hiring starts with measuring the skills that matter most. When tests reflect real job duties, hiring outcomes improve immediately.” — Ken Crowell, CEO of EmployTest ## Conclusion --- The survey shows a hiring landscape that isn’t getting any easier, but it is getting clearer. Teams are under pressure to fill roles quickly, yet the real challenge isn’t speed — it’s confidence. Employers are struggling to tell who actually has the skills to do the job, and that uncertainty slows everything down. That’s why pre-employment testing continues to play a central role: it gives hiring teams clearer evidence and helps create fair, consistent decisions at a time when résumés alone aren’t enough. AI is also beginning to influence how organizations hire, though adoption is careful and measured. Most HR teams see the potential for AI to reduce manual work and speed up parts of the process, but they want transparency, data privacy, and clear safeguards before relying on it more heavily. This cautious optimism suggests that AI will grow in recruiting, but responsibly and in stages. Looking ahead to the next 12 months, the combination of validated skills assessments and thoughtful AI use offers HR teams a practical way to hire with more confidence. Organizations that focus on skill verification, fairness, and clear evaluation standards will be better positioned to make stronger hiring decisions, even as roles evolve and technology continues to shape how work gets done. “The teams that measure real skills, and keep their hiring process clear and consistent, will win in 2026 and beyond.” — Ken Crowell ## EmployTest Comparison Ratings & Value --- ★★★★★EmployTest is rated 4.7 out of 5 stars on Capterra’s Pre-Employment Testing Software category (137 reviews). “Ease of Use” and “Customer Service” are just two of the reasons EmployTest stands out. - EmployTest is dedicated to offering **reliable, budget-friendly, and flexible** assessment services while ensuring top-notch quality. - EmployTest empowers HR teams with high-quality validated assessments, with test customization options unlike any in the industry. - EmployTest offers valuable resources to help HR teams build the business case for pre-employment testing, including an **ROI Calculator**, **planning tools**, and **free test samples**. #### “Essential part of the recruiting process” The ease and accessibility of administering test sessions. I have not received any complaints from candidates that take the tests. ★★★★★ Alex — Management Consulting #### “Very reliable tool for HR Recruitment” Not only is the product of great quality, but the level of customer service and partnership I receive from my rep at EmployTest is of the highest standard. It is easy to navigate from the employers’ and candidates’ perspectives. ★★★★★ Amy B. — HR Recruiter ## Ready to hire with more confidence? See how validated skills assessments can help your team cut through guesswork in 2026. [Explore EmployTest.com](https://www.employtest.com) Source: EmployTest 2026 Recruiting & Hiring Trends Report, based on a survey of HR leaders and hiring managers. --- ## Videos ### [Criminal Background & Social Media Searches](https://employtest.com/videos/criminal-background-social-media-searches/) **Published:** March 29, 2024 **Author:** Ken Crowell **Content:** ## How are you checking the background history of job applicants? Is using our [pre-employment tests](https://employtest.com/tests/) enough to guarantee a successful hire? It’s a step in the right direction, but if you skip criminal, educational or employment background screening, you may be liable if a otherwise preventable problem occurs. [EmployTest](https://employtest.com/) has partnered with National Crime Search, the nation’s leader in background screening. [**See the list of package options with pricing.**](https://employtest.com/employtest-pricing/) ### We can help you manage this risk. Our search options include the following: - **Social Media Search (Facebook, Twitter, Instagram–10 social platforms)** - Federal, Statewide, and County Criminal - NationScan Criminal Index - State Sex Offender - Child/Elderly Abuse - Federal, State, and County Civil - Social Security Number - Volunteer screening (perfect for churches & other non-profits) - Motor Vehicle Records - Education Verification - Prior Employer - Workers Compensation - Any License Verification - Driver Qualification Management **No contract, no monthly minimums and no set up fees (excluding credit searches) make this a popular option for light to mid-volume users.** [Contact us today](https://employtest.com/contact-us/) to learn more about how criminal background searches can give you confidence (and reduce your potential liability) with hiring decisions! --- ### [5 Different Types of Job Interviews](https://employtest.com/videos/5-different-types-of-job-interviews/) **Published:** March 29, 2024 **Author:** Ken Crowell **Content:** Hello, my name is Allison and welcome to today’s episode of EmployTest TV. When you are interviewing a job applicant, here are five different types of interviews you can use. First, try a phone interview. This is an effective first step to save time while working through a large pool of applicants. You can evaluate how a person communicates and experience how they present themselves by phone. As the second option, video interviews are great because you can actually see the candidate without having to leave the office. This shows their body language and how they visually present themselves. The most common option is an in-person one-on-one interview to meet with the candidate for an hour for questions and discussions about their abilities. This type of meeting helps build rapport with the person while also better understanding their overall demeanor. The fourth interview option is a panel interview. Here, a group of professionals will meet with a single candidate so everyone at the group can weigh in and assess the person’s communication style and skillset. While this option could be intimidating to applicants, it can be more efficient than conducting multiple meetings. Finally, group interviews enable multiple applicants to meet with interviewers in a room where they can answer questions, engage in team activities, and complete small projects. This shows hiring managers their interpersonal skills, and the ability to work in competitive environments. Each company has different interview preferences, so it’s important to lay out the goals of your organization to find the right fit. If you want more information about how EmployTest can help improve your hiring process, just call or [visit our website today at Employtest.com.](https://employtest.com/) --- ### [Pre-Hire Test Selection using O*NET](https://employtest.com/videos/pre-hire-test-selection-using-onet/) **Published:** March 29, 2024 **Author:** Ken Crowell **Content:** Need some advice? Deciding which test titles to administer can sometimes be overwhelming because there are so many options to choose from. While you cannot test for every attribute desired, this handy tool, O\*NET, can assist. Developed by the US Department of Labor, this online tool helps you determine, based on the job title, which skills, knowledge and abilities are typically needed for specific job positions. You can visit O\*NET to search by job title and the below video will show you how. If you instead want to talk with our friendly team, just Contact Us and we’ll be happy to help. Hi, my name is Ken and I want to show you how to use the ONET Online database to lookup job descriptions and various knowledge, skills, and abilities that are commonly used for your job positions. If you go to onetonline.org and you type in this box, “administrative assistant” for example, and click “Search”, then you will get a list of various jobs that are similar to administrative assistant. We are going to click on “secretary administrative assistant” and then you see an extensive list of all the different skills that are needed for someone to succeed and work competently in this role. It breaks down by tasks, technology skills, knowledge needed, basic skills, abilities and then describes the type of work activity. Here we can see that communicating and interacting with a computer is important as well as communication skills, contact with others and even typing information into a database. After we see all these different types of skills, knowledge, and abilities that are needed, we can go back to the [EmployTest](https://employtest.com/) site and click on our [pre-employment test list](https://employtest.com/tests/) and see the types of lists that we have that can be helpful to measure those types of skills. Just [visit the Test List page](https://employtest.com/tests/), and then we click on Basic Admin skills to see grammar and spelling tests and typing and data entry tests. If we select software test, we then see the various software programs that we have, such as tests for Microsoft Excel, Microsoft Word and general computer skills. ONET is a very easy way to get in-depth knowledge and information about your job descriptions and you can use that to select the [test from our test list](https://employtest.com/tests/). If you have questions about any of that reach out to our team and we would be happy to help. --- ### [4 Qualities of the Right Job Applicant](https://employtest.com/videos/4-qualities-of-the-right-job-applicant/) **Published:** March 30, 2024 **Author:** Ken Crowell **Content:** Hello. My name is Alison, and welcome to today’s episode of EmployTest TV. Interviewing job applicants can be overwhelming, especially when there are hundreds of applicants with strong resumes. It’s crucial for hiring managers to look for specific qualities. So here are four qualities that will make the right applicant stand out. The first is preparedness. A sign of a great potential employee is finding someone who went above and beyond doing research beforehand. If someone knows about company culture and is enthusiastic about working for the company, they’re most likely a better fit than candidates who didn’t do their homework beforehand. Secondly, look for someone who is inquisitive. A good candidate should ask questions about the company. The ability to ask questions is a trait of someone who will be engaged even after they get the job. Third, candidates should show a willingness to grow. The business world today is always evolving, and candidates should be too. Find someone who works to continuously build their skills and is receptive to feedback. Finally, look for someone who thinks creatively and out of the box, so to speak. A hiring manager looking at many candidates will appreciate any skills that will make certain prospects stand out. Those who answer questions with responses that are out of the ordinary may have a unique approach to their work that could be beneficial to your business. If you want more information about how EmployTest can improve your hiring process, just call or [visit our website today at EmployTest.com](https://employtest.com/). --- ### [Job Experience Isn’t Everything](https://employtest.com/videos/job-experience-isnt-everything/) **Published:** March 30, 2024 **Author:** Ken Crowell **Content:** Hello, my name is Laura Beth, and welcome to EmployTestTV. Job experience is often the first thing managers look at when hiring. Applicants with experience do better in interviews because they can easily explain their skills, but if you hire just based on experience, you may miss out on applicants with top growth potential. Here are some other factors to consider: Cognitive skills. All jobs require problem-solving skills to analyze and respond to situations accurately. Work experience doesn’t provide cognitive ability. So be sure to ask questions or [use tests](https://employtest.com/tests/) to determine this skillset. Behavioral traits. Communication skills and determination to succeed are also important. Uncover these desired qualities by having different managers, interview applicants, as their work experience alone won’t prove these traits. Expertise. Expertise is different from experience, as expertise implies mastery of the subject, with the ability to draw conclusions with imperfect information. Having experience is not usually enough. You need to look for expertise. Hiring the best person takes a willingness to look beyond immediate qualifications, as the best hire can come from unconventional backgrounds. For info on how [EmployTest](https://employtest.com/) can help uncover applicants’ true abilities, just contact us today. --- ### [3 Skills Great Employees Share](https://employtest.com/videos/3-skills-great-employees-share/) **Published:** March 30, 2024 **Author:** Ken Crowell **Content:** Hello, and welcome to today’s episode of EmployTest TV. While there isn’t a formula that makes up the perfect employee, there are a few characteristics that hiring managers need to look out for in the ideal candidate. Number one is honesty. Candidates should speak realistically and openly about their strengths and weaknesses. The ability to reflect on their best qualities while criticizing areas of improvement, so they will strive to be a good and honest worker. The second thing hiring managers should look for is drive. People usually present the best parts of themselves at job interviews. But if they indicate unprompted that they will do whatever the company needs while on the clock, this is a good sign that they will be around long-term and provide value. It’s common for employees to complain certain tasks go outside their job description. So a candidate who says they will do whatever it takes for the business to thrive is someone worth having in your company. The third trait of a good candidate is someone who is self-aware. Employees who can effectively communicate how they would like to further develop existing skills and learn new ones can be beneficial to the company as a whole. When workers pass wisdom onto others and learn from colleagues, this creates a healthy and productive work environment. If you want more information on how EmployTest can help improve your hiring process, just call or [visit our website today at Employtest.com](https://employtest.com/). --- ### [Make Smarter Hiring Decisions](https://employtest.com/videos/make-smarter-hiring-decisions/) **Published:** March 29, 2024 **Author:** Ken Crowell **Content:** Here’s how [our tests](https://employtest.com/tests/) can help you hire the best applicants for your team. --- ### [Hiring for Soft Skills](https://employtest.com/videos/hiring-for-soft-skills/) **Published:** March 30, 2024 **Author:** Ken Crowell **Content:** Hello. My name is Laura and welcome to EmployTest TV. Soft skills are traits that show how effectively applicants interact with others and can include personality traits and social skills developed over a lifetime of interaction with others. Hiring for soft skills helps new employees build better relationships because their coworkers enjoy working with them. These skills include communication. Employees must communicate effectively, express ideas, and listen to others. These include public speaking, persuasion, and reading body language. Critical thinking. Employees who can handle problems can make informed decisions under pressure. Critical thinking skills include creativity, adaptability, and resourcefulness. Teamwork. Employees who work well in teams can jump start creative problem-solving efforts. This skill is important for jobs involving researching and consulting tasks, which can require the cooperation of several departments. Hiring based on hard skills alone can prevent you from building a truly diverse team. While it may be hard to measure soft skills, assessments and structured interviews can help recruiters identify personality traits that will contribute to their company’s long-term success. If you want EmployTest to help you screen for soft skills, please [visit our website today](https://employtest.com/). --- ### [ONET Can Help You Select Tests](https://employtest.com/videos/onet-can-help-you-select-tests/) **Published:** March 29, 2024 **Author:** Ken Crowell **Content:** Need some advice? Deciding which test titles to administer can sometimes be overwhelming because there are so many options to choose from. Our detailed test description pages, [our Test Catalog](https://employtest.com/tests/) and using O\*NET, will help. O\*NET was developed by the US Department of Labor and helps you determine, based on the job title, which skills, knowledge and abilities are typically needed for specific job positions. You can visit O\*NET to search by job title and the below video will show you how. If you instead want to talk with our friendly team, just Contact Us and we’ll be happy to help. **VIDEO TRANSCRIPT:** Hi, this is Ken of [EmployTest](https://employtest.com/). I am here to talk about which test you should select for your job positions. Sometimes people look at our test list and also our test catalog and they say “wow”, that just an incredible number of tests. How do I choose which ones that I should be administering my job candidates?”. You can filter at the top of the test list page and you can filter by topic and by function. But even before you do that, we recommend that you look at the US Department of Labor ONET website that lists the common of tasks, abilities, and knowledge that are needed for various positions. This step jump-starts you and helps you get a better idea of what sort of skills you should be testing for. You can use this information, in addition to a job analysis where you talk with others in the position there at the company to come up with which [pre-employment tests](https://employtest.com/pre-employment-test-sample/) you should be using. If you go to the ONET page and type at the top search box for “admin assistant” and that will take to administrative assistant options. You can click on executive administrative assistant and you can see the different type of tasks that are listed for typically this role. You see the tasks, technology skills, the knowledge base that is needed and other sorts of skills and abilities of the type they’re doing in the day-to-day work. This can be really helpful to help you figure out what type of skills are commonly need for your positions. We have tests of many of these: accounting software, QuickBooks, various Microsoft programs, clerical knowledge, grammar, spelling and writing skills. There are a lot of [different pre-employment test options that we offer](https://employtest.com/tests/) and our team can help you figure this out. Please use this ONET site as a helping aide to determine what may be the best topics you need to test for. If you have any questions about it, just let us know. We are here to help. --- ### [How to Understand Score Reports](https://employtest.com/videos/how-to-understand-score-reports/) **Published:** March 30, 2024 **Author:** Ken Crowell **Content:** We cannot stress enough how critically important it is that each test administrator and hiring manager understand the score reports. While test results should not be the only factor in a hiring decision, scores do play an important role and our team is here to support you with any questions you have. Customers may ask, “What is a good score for these [tests](https://employtest.com/tests/)?” The answer depends on many factors, including: - Job requirements - Benchmarking of current staff, if available - Review of available scores norming data Our team can often suggest an acceptable range, based on your feedback and the job description. But ultimately “acceptable/unacceptable” will be decided by the you, the customer, and your team. ### **General Score Report Terms:** **Time:** Clock time, based on your business time zone, when test was started. **Time Taken:** Minutes the user was in this test, including reading of pre-test instructions. If test is timed, “time taken” will be higher than time limit because of pre-test instructions/tutorial. **Percentile Score:** The percentage of users that the test taker scored higher than. For example, a percentile score of 55 means that the test taker scored higher than 55% of the people who have taken that test. It also means that the score was lower than 45% of the test takers. **Percentage Correct:** The number of correctly answered questions divided by the total number of questions. This is conceptually similar to other percentage correct scores, as in an educational setting. ### **Test Specific Terms:** **Computer and Software Skills Tests (MS Excel, Word and others)** **Report Score (dial graph at top):** Displays percentage correct **This account’s scores (if displayed):** Average score for all test takers for your account for this test (minimum of 25 scores to appear). **All recorded scores (if displayed):** Average score for all test takers for this test. **Scores by Level:** Many tests have different difficultly levels (beginner, intermediate, advanced) and this is the percentage correct score for each level. **Score by Topic:** Many tests cover multiple topics (editing, formatting, etc) and this is the percentage correct score for each topic. **Questions:** This table shows correct (green check), incorrect (red X) or skipped/did not answer (-) status for each question (dash (-) may indicate that the user ran out of time due to time limit). Beginner/Basic, Intermediate and Advanced level is also listed for each question. **Profiles (Customer Service, Management, Workplace Success, Professional Success)** **Performance Overview (dial graph at top**): Indicates substantial strength, adequate strength or low strength. This overview should be used as the primary indicator of candidate suitability. Scores are presented as percentiles, indicating what percentage of population that the test taker scored higher than. **Competency:** Detailed descriptions are provided for each topic, as well as sub-topic, and follow up interview questions, based on topic score, may appear at bottom of report. *Test norms are periodically updated on the score reports. More complete documentation is available from your account team so if you have questions about the reports, just call our friendly team at 1.800.836.1901.* --- ## Helpful Articles ### [Comparing EmployTest and eSkill](https://employtest.com/helpful-articles/comparing-eskill-vs-employtest/) **Published:** April 1, 2026 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes Platform Comparison · 2026 ## EmployTest vs *eSkill* EmployTest is built for HR generalists, company owners, and department heads who need to get testing done fast, without breaking the budget. eSkill is built for medium-to-enterprise organizations with dedicated HR teams, heavy ATS requirements, and high-volume technical hiring pipelines. ★★★★★ 4.7 / 5 on Capterra Verified customer reviews ★★★★★ Starts at $229 for 5 tests No annual license required ★★★★★ Best Value 2026 Capterra Award Winner Pricing for SMBs EmployTest Wins Pay-per-test in blocks from $229 for 5 tests, no annual license. eSkill requires an annual license at a higher entry cost. Ease of Setup EmployTest Wins Start testing in 8 minutes with no demo or training required. eSkill has a steeper learning curve and setup process. Test Customization EmployTest Wins Mix behavioral, skills, and aptitude into one combined assessment. eSkill keeps assessment types in separate tests. ATS Integrations eSkill Wins eSkill offers native integrations with more ATS platforms than available with EmployTest. Technical / IT Tests eSkill Wins eSkill has a larger library of programming and IT tests for specialist and technical roles. Enterprise Volume eSkill Wins eSkill’s pricing model works better for organizations using 2,500-5,000+ assessments per year. What Both Platforms Do Well ## Features common to both EmployTest and eSkill Both are capable pre-employment testing tools. The question is which one fits your situation. ### 200+ Test Library Both platforms have large test libraries covering a wide range of roles, with 1,000+ questions available for customization. ### Remote Testing Both support fully remote testing on computer or mobile devices. ### Responsive Support Both offer support for test administrators and candidates throughout the testing process. Full Comparison ## Feature by Feature Breakdown Nine features that matter for your hiring decision, side by side. | Feature | EmployTest | eSkill | |---|---|---| | Starting Price | $229 for 5 tests, one-time, no annual contract LOWER | Annual license, higher minimum entry cost | | Pricing Model | Pay in blocks. Buy credits, use them when you hire. FLEXIBLE | Annual license subscription | | Annual Contract | No FLEXIBLE | Yes, annual license required | | Target Company Size | Small to mid-size, under 1,000 employees SMB FOCUSED | Medium to enterprise-level organizations | | Setup Time | Testing in 8 minutes, no training needed FASTEST | More complex dashboard, longer learning curve | | Behavioral + Skills Mix | Combine behavioral, skills, and aptitude in one test UNIQUE | Separate assessments per category | | ATS Integrations | Smaller list | Larger native ATS integration list MORE | | Technical / IT Tests | Smaller technical library | Larger programming and IT test library BROADER | | Capterra Rating | 4.7/5 (144+ reviews) HIGHER RATED | 4.5/5 | The Core Difference ## Two platforms built for two very different buyers This is not about which platform is better. It’s about who you are. EmployTest and eSkill are built for completely different situations. **The short version:** If you’re an HR generalist, a company owner, or a department head at a small or mid-size company, EmployTest is built for you. No annual license, no demos, no waiting. Buy credits in blocks, start testing. If you run a larger organization with a heavy ATS integration requirement, a technical hiring pipeline, or consistent volume of 5,000+ assessments a year, eSkill’s infrastructure makes more sense. ### EmployTest is the right choice if you… - Are under 1,000 employees and don’t want to pay for a full year upfront - Need cognitive, attention to detail, or behavioral tests that cover any role - Need to start testing this week without a demo or onboarding process - Want behavioral and skills topics mixed into one single assessment - Are running fewer than 5,000 assessments per year - Want the highest-rated experience (4.7/5 on Capterra) ### eSkill is worth considering if you… - Need broad native ATS integrations ready on day one - Are hiring for technical or IT roles requiring programming language tests - Run 5,000+ assessments per year and need enterprise-tier pricing - Already use an eSkill-integrated ATS and want a seamless workflow - Have an HR tech team to manage a more complex platform setup Where EmployTest Wins ## Four advantages EmployTest has over eSkill These are the specific, verified areas where EmployTest has a clear edge. 01 ### No Annual License. Pay For Credits In Blocks. eSkill requires an annual license at a higher entry point. You’re paying for a full year whether you hire 10 people or 500. EmployTest works on credits. You buy a block, use them when you have roles to fill, and stop when you don’t. Credits are valid for a year. No renewal reminders. No wasted spend. 02 ### Testing In 8 Minutes, Not 8 Days. HR generalists and company owners don’t have time for a week of demos and onboarding calls. EmployTest is built to get you testing today. Create an account, pick tests, send to candidates. Most people are up and running in under 8 minutes. eSkill has a steeper learning curve and typically requires a setup process before you can begin. 03 ### One Test. Behavioral and Skills Together. Need reliability, plus attention to detail, plus customer service fit? You can put that in one test. EmployTest lets you pick the behavioral topics, skills, and aptitude areas that matter for the role and build one combined assessment. eSkill keeps assessment types separate, which means more sessions for candidates and more results to reconcile on your end. 04 ### 200+ Tests. Every Role Covered From Day One. Cognitive, behavioral, skills, knowledge — it’s all in one place. Whether you’re hiring an admin, an accountant, or a customer service rep, there’s a test for that role. Every test is available from the moment you buy your first credit block. No tier upgrades, no add-ons. eSkill’s library goes deeper on the technical side, but EmployTest covers more ground for the typical SMB hiring mix at a fraction of the cost. Where eSkill Wins ## Three areas where eSkill is the stronger choice A fair comparison means being direct about where eSkill genuinely outperforms EmployTest. 01 ### Native ATS integrations out of the box eSkill integrates natively with more applicant tracking systems than EmployTest. If getting assessments into your existing ATS on day one is a hard requirement, eSkill has a clear advantage. EmployTest’s integration list is growing but currently smaller. 02 ### Technical and IT test depth eSkill has a larger library of technical tests, including programming languages, database administration, and machine learning engineering. For organizations where technical hiring is a major part of the pipeline, eSkill’s depth here is a real advantage. 03 ### Enterprise-scale volume pricing For organizations running 5,000 or more assessments per year, eSkill’s annual model becomes more cost-effective. EmployTest is built for variable hiring volumes. Pay-per-test works well at moderate volumes but eSkill’s pricing makes more sense when volume is consistently high. Pricing ## What you actually pay The price difference is real. Here’s what each platform costs and what you get. ### EmployTest $229 for 5 tests, one-time Pay-per-test credits in blocks. No annual license. Full access to all 200+ tests from day one. - No annual license required - Full test library on every plan - Volume discounts available - Free sample tests before purchasing - No sales demos or onboarding required - Credits valid for a year - Custom test building available ### eSkill Annual license, price on request Annual subscription model. Minimum license cost. Better value at high assessment volumes. - 200+ test library included - Native ATS integrations available - Larger technical and IT test coverage - Enterprise pricing for 5,000+ tests per year - Custom test building available - Demo and onboarding required Customer Reviews ## What EmployTest customers say 4.7 Capterra Verified customer reviews 4.7 Software Advice Verified ratings 🏆 Capterra 2026 Best Value and Best Ease of Use ★★★★★ “What really stands out are the various assessments available within the platform, which we’ll be using as a key tool during our recruiting process. The features are intuitive and well-designed, making it easy to evaluate candidates efficiently and consistently.” Chief of Staff Professional Services ★★★★★ “We vetted a number of testing programs, but truly were impressed by how well EmployTest simulated real-world skills and actions. We also appreciate being able to customize the tests if we need to remove or add an element.” Talent Acquisition Specialist Hospital and Healthcare ★★★★★ “The system is incredibly easy to use. The library of tests is fairly extensive. Our team felt confident using these and it saved a lot of time for HR and the hiring manager. AND great customer support.” Human Resources Director Media Production FAQ ## Common questions about EmployTest vs eSkill Is EmployTest cheaper than eSkill? Yes, for most small and mid-size companies. EmployTest starts at $229 for 5 tests with no annual license. You buy credits in blocks and use them when you hire. eSkill requires an annual license regardless of how many assessments you run. If your hiring volume is low or varies year to year, EmployTest will cost you less. eSkill’s model makes more sense at 5,000+ assessments per year. What is the main difference between EmployTest and eSkill? eSkill is built for medium-to-enterprise organizations with heavy ATS integration needs and large technical hiring pipelines. EmployTest is built for small and mid-size companies that need to test candidates quickly without an annual license. Different tools for different buyers. Can EmployTest combine behavioral and skills into one test? Yes, and this is one of its clearest advantages. You can build a single assessment that includes cognitive ability, behavioral traits like reliability or customer service fit, and job skills, all in one test. eSkill keeps assessment types separate. One combined test means less friction for candidates and one set of results for you to review. Does eSkill have better ATS integrations than EmployTest? Yes, currently. eSkill offers native integrations with more applicant tracking systems. If ATS integration on day one is a hard requirement, eSkill has the edge. EmployTest’s integration list is smaller but growing. Which platform is better for small businesses? EmployTest. eSkill’s annual license means a higher minimum cost whether you hire 10 people or 500. EmployTest lets you buy a credit block, test candidates when you need to, and stop when you don’t. You’re up and running in minutes, no sales call required. Can I try EmployTest before committing? Yes. Free sample tests are available so you can see what candidates see before you spend anything. You can also book a demo. The starting credit package is $229 for 5 tests with no annual license, so there’s less risk to just try it. ## Try EmployTest before committing to anything Free sample tests, no annual contract, and you can start testing candidates in 8 minutes. See why 13,000+ companies chose EmployTest. [Try a Free Sample Test](https://employtest.com/pre-employment-test-sample/) [Book a Demo](https://meetings.hubspot.com/employtest/test-talk-chat) Compare EmployTest with other platforms: [EmployTest vs TestGorilla](https://employtest.com/helpful-articles/comparing-testgorilla-vs-employtest/) [EmployTest vs Criteria Corp](https://employtest.com/helpful-articles/criteria-corp-vs-employtest/) eSkill information sourced from their public website and online customer reviews. Pricing data reflects publicly available estimates and may vary. Data accurate as of early 2026. --- ### [SHL vs EmployTest](https://employtest.com/helpful-articles/shl-vs-employtest/) **Published:** October 5, 2026 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Platform Comparison · 2026 ## EmployTest vs *SHL* SHL vs EmployTest comes down to the size of the commitment. EmployTest serves small and mid-sized businesses that buy test credits in blocks and use them when a role opens. SHL serves large hiring programs, with annual subscriptions priced by how many candidates you expect to assess. - ★★★★★**4.7 / 5 on Capterra**Verified customer reviews - ★★★★★**Starts at $229 for 5 tests**No annual commitment - ★★★★★**Best Value 2026**Capterra Award Winner At a Glance ## Where each platform comes out ahead - ### Pricing for SMBs EmployTest Wins Credit packs in blocks starting at $229 for 5 tests, with no annual commitment. SHL sells annual subscriptions banded by candidate volume, with no US rate card published. - ### Ease of Setup EmployTest Wins Create an account and send your first test the same day. SHL’s solution subscriptions bring implementation advisers and administrator training with them. - ### Test Customization EmployTest Wins Mix topics from across 200+ tests into one assessment built around your job description, at no extra charge. SHL offers customization through its professional services team. - ### Personality and Behavioral Testing Tie Both platforms assess behavioral traits. SHL uses its OPQ32 questionnaire. EmployTest returns Caution, Moderate, and High trait ratings written so a hiring manager can act on them without any training. - ### ATS Integrations SHL Wins Integration with more than 80 applicant tracking systems, including Workday, iCIMS, Oracle, and SmartRecruiters. - ### Global Reach SHL Wins Assessment delivery across many countries, with a dedicated language evaluation product and regional support teams. Full Comparison ## Feature by feature breakdown Every point that matters for your hiring decision, side by side. EmployTest compared with SHL, feature by feature. | Feature | EmployTest | SHL | |---|---|---| | Starting Price | $229 for 5 tests, one-time, no annual commitmentLOWER | No published US rate card. SHL’s May 2022 UK price list shows annual subscriptions from about £3,085, roughly $3,840 at the rate then | | Pricing Model | Credit packs in blocks. Buy credits, use them when you hire.FLEXIBLE | Annual solution subscription, banded by candidate volume | | What You Get For It | Every test in the catalog, on every packALL INCLUDED | A pre-selected suite matched to the role family, such as Professional, Graduate, Managerial, or Technology | | Annual Commitment | None. Credits stay valid for one year.FLEXIBLE | Yes on solution subscriptions. SHL Online offers a self-service route for smaller volumes | | Setup Time | Create an account and send a test the same dayFASTEST | Same-day through SHL Online. Solution subscriptions bring implementation advisers and administrator training | | Target Company Size | Small and mid-sized businessesSMB FOCUSED | Large hiring programs, graduate schemes, volume and BPO hiring | | Assessment Library | 200+ tests across office skills, clerical, behavioral, and cognitive | Covers many different types of tests across many different roles and industries | | Custom Tests | Mix topics into one assessment matched to your job description, included on every packSELF-SERVE | Customization available through SHL’s professional services team | | Capterra Rating | 4.7/5 (144+ reviews)HIGHER RATED | No comparable US Capterra listing | ## What we could verify, and what we could not SHL publishes no rate card for the US market. Working out what it costs means either requesting a quote or reading the price lists it files with the UK government, which is where the figures on this page come from. SHL Online, the company’s self-service channel for smaller employers, keeps its catalog and prices behind a registration step. We created no account and made no assumptions about what sits behind it. Everything stated here about SHL comes from material anyone can read without signing up. Two SHL price documents are public. A May 2022 solution subscription list filed with the UK Digital Marketplace, and a current government service listing (service ID 704579213621572) quoting £4,500 to £1,000,000 a licence, roughly $5,600 to $1.24 million. Both are UK public-sector figures, so treat them as an indication of scale rather than as a US quote. The Core Difference ## Two platforms sized for two different hiring programs SHL and EmployTest both put objective data in front of a hiring manager. They arrive at it from opposite ends of the market. SHL grew up serving high-volume hiring programs across multiple countries, and its suites, services, and pricing bands all reflect that. EmployTest was built for the office manager filling one admin seat and the operations lead filling four. The short version: if you run a small or mid-sized business and want flexible credit-pack testing with custom assessments you build yourself, EmployTest fits. If you run a large multi-country hiring program that needs many different types of tests covering many different roles, SHL earns its price. ### EmployTest is the right choice if you… - Run a small or mid-sized business and want to buy testing in small blocks - Need to build a custom test matched to your own job description - Need to know what it costs before you talk to anyone - Need to verify Office, clerical, and data entry skills for admin and operations roles - Hire in bursts and want credits that stay valid for a full year - Fill roles across several departments and want every test included on one pack - Prefer a result you can read in a minute, with a percentile rank and clear trait ratings ### SHL is worth considering if you… - Run high-volume hiring across multiple countries - Need the depth of the OPQ32 and the Verify cognitive range - Need many different types of tests covering many different roles and industries - Need coding simulations and language evaluation on the same platform - Use Workday, iCIMS, Oracle, or SmartRecruiters and want assessments wired into it - Can commit to an annual subscription priced on candidate volume Where EmployTest Wins ## Four advantages EmployTest has over SHL 1. ### Credit Packs Instead Of An Annual Subscription SHL sells solution subscriptions banded by how many candidates you plan to assess in a year. Its May 2022 UK price list puts the smallest Professional band at about £3,085, roughly $3,840 at the rate then, climbing past £50,000 at higher volumes. That works when you can forecast hiring twelve months out. EmployTest works on credits. Buy a block, use it when roles open, and add more when you need them. 2. ### Prices And Tests Published Up Front Our pack prices and the full test catalog sit on the site, readable without an account. SHL publishes no US rate card, and viewing the SHL Online catalog and pricing means registering first. When you are deciding whether testing is worth trying at all, being able to check the price in ten seconds matters. 3. ### Every Test Included On Every Pack SHL sells pre-selected suites matched to a role family, so Professional, Graduate, Managerial, and Technology come as separate purchases. Hiring an accountant this month and a warehouse supervisor next month can mean more than one subscription. Every EmployTest credit opens the whole catalog, whatever the role. 4. ### Start Testing The Same Day SHL builds implementation advisers and administrator training into its solution subscriptions, which suits a large HR function rolling assessment out across departments. Create an EmployTest account, pick a test, and email it to an applicant. No onboarding project sits in front of you. Customer Reviews ## What EmployTest customers say - **4.7**Capterra · Verified customer reviews - **4.7**Software Advice · Verified ratings - **🏆**Capterra 2026 · Best Value and Best Ease of Use - > ★★★★★“What really stands out are the various assessments available within the platform, which we’ll be using as a key tool during our recruiting process. The features are intuitive and well-designed, making it easy to evaluate candidates efficiently and consistently.” > > Chief of StaffProfessional Services - > ★★★★★“We vetted a number of testing programs, but truly were impressed by how well EmployTest simulated real-world skills and actions. We also appreciate being able to customize the tests if we need to remove or add an element.” > > Talent Acquisition SpecialistHospital & Healthcare - > ★★★★★“The system is incredibly easy to use. The library of tests is fairly extensive. Our team felt confident using these and it saved a lot of time for HR and the hiring manager. AND great customer support.” > > Human Resources DirectorMedia Production FAQ ## Common questions about EmployTest vs SHL How much does SHL cost?SHL publishes no rate card for the US. Its UK government filings are the clearest public figures. A May 2022 solution subscription list shows the Professional suite starting around £3,085 a year, roughly $3,840 at the rate then, and reaching £50,230 at the highest listed volume. A current UK service listing quotes £4,500 to £1,000,000 a licence. Those are UK public-sector figures, so a US quote may differ. What is the main difference between EmployTest and SHL?Scale and transparency. SHL runs a psychometric library spanning well over a thousand assessments across 40 industry sectors and 30-plus languages, sold as annual suites matched to a role family. EmployTest runs a focused catalog of 200-plus tests, published with its prices, sold in credit packs that open the whole library. SHL suits a large hiring program. EmployTest suits a company filling a few seats. Does SHL have an option for small businesses?Yes. SHL Online is a self-service channel described on SHL’s own site as built for small and medium enterprises, with pre-configured assessments and quick setup. It is a real option worth looking at. Viewing its catalog and pricing means creating an account first, which is the main practical difference when you are still deciding whether to test at all. Does EmployTest measure personality like SHL does?Both platforms assess behavioral traits. SHL uses the OPQ32 questionnaire and its own cognitive range. EmployTest reports trait ratings of Caution, Moderate, and High alongside cognitive reasoning tests, written so a hiring manager can act on them without any training required. A tie, with SHL going wider on psychometric variety and EmployTest keeping results immediately usable. Which platform is better for a small or mid-sized business?EmployTest, for most. A company hiring a handful of people a year rarely assesses enough candidates to justify an annual assessment subscription tied to one role family. Buying a credit block, testing the applicants in front of you, and stopping when the role is filled matches how smaller teams actually hire. Can I try EmployTest before buying?Yes. Free sample tests let you take what your applicants will take before you spend anything. You can also book a demo. The starting credit pack is $229 for 5 tests with no annual commitment. ## Verify job skills without an annual subscription Free sample tests, no annual commitment, and you can send your first test today. See why 13,000+ customers chose EmployTest. [Try a Free Sample Test](https://employtest.com/pre-employment-test-sample/) [Book a Demo](https://calendly.com/employtest-sales/test-talk) Compare EmployTest with other platforms: [EmployTest vs Criteria Corp](https://employtest.com/helpful-articles/criteria-corp-vs-employtest/) [EmployTest vs TestGorilla](https://employtest.com/helpful-articles/comparing-testgorilla-vs-employtest/) [EmployTest vs eSkill](https://employtest.com/helpful-articles/comparing-eskill-vs-employtest/) [EmployTest vs Profiles International](https://employtest.com/helpful-articles/profiles-international-vs-employtest/) [EmployTest vs Wonderlic](https://employtest.com/helpful-articles/wonderlic-vs-employtest/) SHL information sourced from shl.com, the SHL Online self-service portal, UK Digital Marketplace filings including the May 2022 solution subscription price list and service listing 704579213621572, reseller listings for the SHL Kx assessment suite, Gartner and Exponent Private Equity press releases, and third-party review platforms. Currency converted at the May 2022 monthly average of 1.2448 USD to the pound. UK public-sector pricing may differ from a US quote. Data accurate as of September 2026. --- ### [Wonderlic vs EmployTest](https://employtest.com/helpful-articles/wonderlic-vs-employtest/) **Published:** October 6, 2026 **Author:** Ken Crowell **Content:** Reading Time: 6 minutes Platform Comparison · 2026 ## EmployTest vs *Wonderlic* Wonderlic vs EmployTest comes down to what you are measuring and how you pay for it. Wonderlic Select combines cognitive ability, personality, and motivation into a single score, sold as an annual package priced against your employee count. EmployTest verifies applied job skills, sold in credit packs with no annual commitment. - ★★★★★**4.7 / 5 on Capterra**Verified customer reviews - ★★★★★**Starts at $229 for 5 tests**No annual commitment - ★★★★★**Best Value 2026**Capterra Award Winner At a Glance ## Where each platform comes out ahead - ### Cost For Smaller Teams EmployTest Wins Credit packs from $229 with no annual commitment. Capterra lists Wonderlic Select from $6,000 per year on a per-user model. - ### No Per-Seat Fees EmployTest Wins Wonderlic charges $6,000 per user, per year. EmployTest has no per-seat charge: pay per credit pack when roles open. - ### Applied Skills Testing EmployTest Wins Interactive Office simulations, clerical accuracy, and data entry tests. Wonderlic Select measures cognitive ability, personality, and motivation. - ### Single Score Simplicity Wonderlic Wins One WonScore combines three measures into a number a hiring manager can rank candidates by. - ### Role Benchmark Library Wonderlic Wins Scoring profiles mapped to specific job types. Results include a role benchmark out of the box. - ### Post-Hire Development Wonderlic Wins Wonderlic Develop extends the same data into development plans, team dynamics reports, and manager coaching tools. Full Comparison ## Feature by feature breakdown Every point that matters for your hiring decision, side by side. EmployTest compared with Wonderlic, feature by feature. | Feature | EmployTest | Wonderlic | |---|---|---| | Starting Price | $229 one-time, no annual commitmentLOWER | Capterra lists a starting price of $6,000 per year, per user. No rate card on the vendor site | | Pricing Model | Credit packs in blocks. Buy credits, use them when you hire.FLEXIBLE | Annual package priced against organization needs and employee count | | Annual Commitment | None. Credits stay valid for one year.FLEXIBLE | Yes. Packages renew annually | | Admin Seats | Unlimited. No per-seat charge.UNLIMITED | Priced per user, per Capterra’s listing | | Free Trial | Free sample tests available before purchaseAVAILABLE | No free trial listed on Capterra. Demo request required | | What It Measures | Office simulations, clerical skills, behavioral traits, cognitive reasoningROLE COVERAGE | Cognitive ability, personality, and motivation combined into one WonScore | | Integrations | Results delivered by email, no IT project requiredSIMPLE | Greenhouse, JazzHR, iCIMS, ADP, Bullhorn and others. No public API | | Capterra Rating | 4.7/5 (144+ reviews)HIGHER RATED | 4.5/5 (166 reviews). Value for money scores 4.2, the lowest of its four sub-scores | The Core Difference ## The right model depends on how many people you test, and how often. If your team tests a handful of applicants a few times a year, credit packs fit that pattern. You buy what you need, use it when a role opens, and stop when the position is filled. If you want to run every applicant through an assessment for every job you post, a flat annual fee makes more sense. That’s the split. Small to medium sized company, testing a few times a year — that’s where credit packs are strong. Want to test every applicant for every job on one flat fee — that’s where Wonderlic’s model makes more sense. ### EmployTest is the right choice if you… - Run a small or mid-sized business - Test applicants a few times a year rather than continuously - Want to verify Office, clerical, and data entry skills for the roles you fill - Want free sample tests before spending anything - Need results a hiring manager can read without a training session - Would rather avoid an annual renewal conversation ### Wonderlic is worth considering if you… - Assess several hundred applicants a year and want one flat annual fee - Want cognitive ability, personality, and motivation combined into a single score - Value off-the-shelf role benchmarks across a wide range of jobs - Plan to extend assessment data into post-hire development and team coaching - Run an ATS such as Greenhouse, JazzHR, or iCIMS you want assessments wired into - Have budget for an annual package priced against your employee count Where EmployTest Wins ## Four advantages EmployTest has over Wonderlic 1. ### Cost That Follows Your Hiring, Not Your Headcount Wonderlic prices its packages against organization needs and employee count, so a growing company pays more even in a quiet hiring year. EmployTest runs on credit packs. Buy a block when roles open, use what you need, and add more when you hire again. Credits stay valid for a full year. 2. ### No Per-Seat Charges And No Renewal To Negotiate Wonderlic prices per user against your employee count, so more people in the business means more cost even in a quiet hiring year. EmployTest charges nothing per seat. Add as many admins and hiring managers as you want. Annual packages also carry a renewal date, and Capterra reviewers have described sharp increases at that point, including one long-time user who reported a rise to more than 300% of what they had been paying. Buying more credits at the published pack price avoids that conversation entirely. 3. ### Skills Testing Wonderlic Does Not Offer Wonderlic Select measures cognitive ability, personality, and motivation. Those measures leave one question open: can this applicant actually produce the work. EmployTest computer skills tests are interactive simulations of Word, Excel, and other programs, so you verify output rather than aptitude alone. 4. ### Try It Before You Commit To Anything Capterra lists no free trial for Wonderlic Select, and the vendor route runs through a demo request. EmployTest publishes free sample tests, so you can take exactly what your applicants take before spending anything. The starting pack is $229 with no annual commitment. Pricing ## What you actually pay ### EmployTest $229 starting, one-time Credit packs in blocks. No annual commitment. Full access to all 200+ tests from day one. - Per-credit pricing — buy when you need to, no renewal date - All 200+ tests included on every pack - Volume discounts available on larger packs - Credits valid for one year from purchase - Free sample tests before you buy ### Wonderlic From $6,000 / year Capterra listed starting price on a per-user model. Wonderlic publishes no rate card of its own. - Packages priced against organization needs and employee count - No free trial listed on Capterra - Packages include onboarding and training — factored into the annual cost - Higher tiers add workshops and certification programs - Demo request required before you receive a quote [See EmployTest credit pack pricing](https://employtest.com/employtest-pricing/) or [browse the full test list](https://employtest.com/tests/). Customer Reviews ## What EmployTest customers say - **4.7**Capterra · Verified customer reviews - **4.7**Software Advice · Verified ratings - **🏆**Capterra 2026 · Best Value and Best Ease of Use - > ★★★★★“What really stands out are the various assessments available within the platform, which we’ll be using as a key tool during our recruiting process. The features are intuitive and well-designed, making it easy to evaluate candidates efficiently and consistently.” > > Chief of StaffProfessional Services - > ★★★★★“We vetted a number of testing programs, but truly were impressed by how well EmployTest simulated real-world skills and actions. We also appreciate being able to customize the tests if we need to remove or add an element.” > > Talent Acquisition SpecialistHospital & Healthcare - > ★★★★★“The system is incredibly easy to use. The library of tests is fairly extensive. Our team felt confident using these and it saved a lot of time for HR and the hiring manager. AND great customer support.” > > Human Resources DirectorMedia Production ## A note on Wonderlic’s Capterra rating Where the criticism concentrates is price. Value for money scores 4.2, the lowest of Wonderlic’s four sub-scores, and cost is the drawback reviewers raise most often. On that $6,000 figure: Capterra pricing is submitted by the vendor, the same way we submit ours. That number came from Wonderlic. FAQ ## Common questions about EmployTest vs Wonderlic How much does Wonderlic cost?Capterra lists a starting price of $6,000 per year on a per-user model with no free trial available. That figure carries weight because Capterra pricing is submitted by the vendor, so it came from Wonderlic rather than from an outside estimate. Wonderlic’s own FAQ says pricing depends on the package chosen, which is based on organization needs and employee count, and one 2026 third-party review estimates entry pricing at $1,000 or more annually. A quote is the only way to get a firm number. What is the main difference between EmployTest and Wonderlic?Wonderlic Select measures cognitive ability, personality, and motivation, and combines them into one WonScore. EmployTest verifies applied skills using interactive simulations of the programs a role runs on, alongside clerical accuracy and behavioral tests. Wonderlic asks how someone is likely to perform. EmployTest verifies what they can produce right now. Does EmployTest have a cognitive test like the Wonderlic test?EmployTest includes cognitive reasoning and attention to detail assessments that apply across job types, plus behavioral tests reported as Caution, Moderate, and High trait ratings. The Wonderlic cognitive test is a 12-minute, 50-question instrument. Is Wonderlic worth it for a small business?It depends on your hiring volume. Wonderlic packages price against employee count, which suits a company assessing large numbers of applicants under one flat fee. A business filling a few roles a year usually pays for capacity it never uses. Capterra reviewers from smaller companies raise cost as their main drawback, and value for money is the lowest of Wonderlic’s four sub-scores at 4.2. Does Wonderlic offer a free trial?Capterra shows no free trial for Wonderlic Select, and the vendor route is a demo request. EmployTest publishes free sample tests so you can take exactly what your applicants take before you buy anything. Which platform is better for hiring admin and office staff?EmployTest, for most teams. Admin, clerical, and operations hiring usually turns on whether someone can work accurately in Word, Excel, and data entry. EmployTest tests those directly through interactive simulations. Wonderlic Select measures cognitive ability, personality, and motivation, which is valuable context and leaves the skills question unanswered. Is Wonderlic worth the cost for a small business?That depends on how often you hire. Wonderlic’s $6,000 per user, per year starting price makes sense when you’re running assessments continuously. For a small business filling a few roles a year, you end up paying for platform access you rarely use. Cost is the most common complaint in Wonderlic’s Capterra reviews, where value for money scores 4.2 — the lowest of its four sub-scores. EmployTest is a better option for small to medium sized businesses. ## Skills testing in credit packs. No subscription, no per-seat fee. Free sample tests. Per-credit pricing lets you buy when you need to. See why 13,000+ customers chose EmployTest. [Try a Free Sample Test](https://employtest.com/pre-employment-test-sample/) [Book a Demo](https://calendly.com/employtest-sales/test-talk) Compare EmployTest with other platforms: [EmployTest vs Criteria Corp](https://employtest.com/helpful-articles/criteria-corp-vs-employtest/) [EmployTest vs TestGorilla](https://employtest.com/helpful-articles/comparing-testgorilla-vs-employtest/) [EmployTest vs eSkill](https://employtest.com/helpful-articles/comparing-eskill-vs-employtest/) [EmployTest vs SHL](https://employtest.com/helpful-articles/shl-vs-employtest/) [EmployTest vs Profiles International](https://employtest.com/helpful-articles/profiles-international-vs-employtest/) Wonderlic information sourced from wonderlic.com, Capterra and GetApp listings and verified user reviews, and published third-party platform reviews. Capterra starting prices are submitted by vendors. Data accurate as of September 2026. --- ### [Best Pre-Employment Testing Tool: Full Comparison](https://employtest.com/helpful-articles/best-pre-employment-testing-tool-comparison/) **Published:** April 20, 2026 **Author:** Ken Crowell **Content:** Reading Time: 4 minutes Hiring Tool Comparison ## Why *EmployTest* Is Your Best Hiring Decision The best pre-employment testing tool doesn’t have to cost a fortune. EmployTest proves it. Get the Starter Pack for only $229 for 5 tests. [See How We Compare ↓](#et-comparison) [Try for Free](https://employtest.com/pre-employment-test-sample/) ✓ Pay Per Test in Blocks – No Annual Contract ✓ Ready to Use in Minutes ✓ 2,100+ Five-Star Reviews ✓ Rated Best Value 2026 by Capterra ✓ Trusted by 13,000+ Companies $229 Starter pack, 5 tests. Pay per test in blocks. ~$50\* What most companies spend per applicant using EmployTest *Avg 1.5 tests/applicant, based on 10-credit pack 80× Less than traditional hiring, which can cost $4,100+ per person 13,000+ Companies already using EmployTest to hire smarter Side-by-Side Breakdown ## EmployTest vs. The Alternatives | Features | EmployTest ★ Best Value 2026 | Traditional Hiring | Competitor Subscriptions | |---|---|---|---| | Cost Structure | Pay Per Test in Blocks $20–$45 per test based on volume purchased. Buy more, pay a lower price. No contracts. | Hidden Costs Interview time, bad hires, and lost productivity add up fast | Annual Contract You’re locked in at $2,000+ whether you hire or not | | Flexibility | High Use it when you’re hiring, skip it when you’re not | Medium Hard to repeat the same way twice | Low You pay every month, hired or not | | Implementation | Minutes No IT, no setup; just sign up and send tests | Days / Weeks Finding open time on everyone’s calendar takes forever | Days Your team needs training before they can even start | | Assessment Quality | Professional Built by subject matter experts to test real job skills | Subjective Every manager grades candidates differently | Professional Data driven | | Candidate Experience | Interactive, Standard Every applicant gets the same fair experience | Varies One interviewer is great, another isn’t; it’s a coin flip | Interactive, Standard Consistent platform | | Avg. Cost per Applicant | ~$50 That’s just 2 tests per open role on average | $4,100+ When you add up everyone’s time and a bad hire’s true cost | $450+ Depends on how many people you test each year | [EmployTest vs. Criteria Corp](https://employtest.com/helpful-articles/criteria-corp-vs-employtest/) [EmployTest vs. TestGorilla](https://employtest.com/helpful-articles/comparing-testgorilla-vs-employtest/) [EmployTest vs. eSkill](https://employtest.com/helpful-articles/comparing-eskill-vs-employtest/) [Buy Now →](https://employtest.com/employtest-pricing/) ## Hiring the Old Way Is More Expensive Than You Think Most companies don’t consider the cost of interviews. Every hour a manager spends screening, interviewing, and evaluating candidates is an hour they’re not doing their actual job. Add in the cost of making a bad hire, which can run up to **30% of that person’s yearly salary**, and it adds up fast. That’s why the real cost of traditional hiring often hits **$4,100 or more per applicant**. Most companies don’t even realize it because the cost is spread across everyone’s time instead of showing up on one invoice. Testing beats interviewing; skills tests predict job success 5× better than interviews alone. And with EmployTest, you can do it for ~$50 per applicant instead of $4,100+. ## What’s Wrong with Other Testing Platforms? A lot of testing tools make you sign a yearly contract. That means you’re paying **$2,000 or more per year** no matter how many, or how few, people you actually hire. If you hire in bursts or just need to fill a role here and there, you’re paying for something you’re not using. On top of that, most of these platforms take days to set up. Your team has to go through training before they can even send a single test. That’s time and money you don’t need to spend. ## The Best Pre-Employment Testing Tool for Any Budget The idea behind EmployTest is simple: **only pay when you’re hiring**. At $20–$45 per test based on volume purchased, depending on the pack. No yearly fees, no surprise bills. - **Save money** — pay per test in blocks, not per year - **Start fast** — send your first test in minutes, no tech help needed - **Get real answers** — tests show what someone can actually do, not just what they say - **Be consistent** — every applicant takes the same test, so the results are easy to compare - **Hire with confidence** — every test is built by expert researchers to measure real job skills ## How to Choose the Best Pre-Employment Testing Tool When you’re looking at hiring tools, ask yourself these five questions: - How much does it cost? - Is it flexible? - How fast can I get started? - Are the tests actually reliable? - Will every applicant get a fair shot? EmployTest checks every box and it does it for far less money than the other options. **\* Avg 1.5 tests/applicant, based on 10 credit pack.** ## Frequently Asked Questions Do I have to buy a certain number of tests? Nope. You can start with as few as 5 test credits. Buy more when you need them. There’s no annual commitment or minimum order. How fast can I start testing applicants? Most people are sending tests within minutes of signing up. You don’t need your IT team or any special setup; just create an account and go. Is EmployTest the Best Pre-Employment Testing Tool? Yes. EmployTest is widely regarded as the best pre-employment testing tool for small and mid-sized teams. Every test is created by subject matter experts. They’re built to measure real skills, not just trivia. Do my test credits expire? You have one full year from the date you buy to use your credits. So if hiring slows down, your credits don’t just disappear on you. Can applicants take the test from home? Absolutely. Just email them the link and they can take the test from anywhere. It works just as well in the office too. ## Stop Guessing. Start Testing. Hire better, faster, and with confidence. [Try EmployTest For Free →](https://employtest.com/pre-employment-test-sample/) --- ### [PXT Select vs EmployTest](https://employtest.com/helpful-articles/pxt-select-vs-employtest/) **Published:** October 8, 2026 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Platform Comparison · 2026 ## PXT Select vs *EmployTest* PXT Select is a full-person assessment covering thinking and reasoning, behavioral traits, and occupational interests, sold exclusively through Wiley Authorized Partners. EmployTest is a skills testing platform for small and mid-sized businesses, bought directly online in credit packs with no annual commitment. - ★★★★★**4.7 / 5 on Capterra**Verified customer reviews - ★★★★★**Starts at $229**No annual commitment - ★★★★★**Best Value 2026**Capterra Award Winner At a Glance ## Where each platform comes out ahead - ### Credit Packs vs Per-Assessment Pricing EmployTest Wins EmployTest sells in credit packs: $229 for five tests, with larger packs available. Authorized Partners publish PXT Select at around $295 per assessment. - ### Buying Directly EmployTest Wins Order online and start testing the same day. PXT Select is sold exclusively through Authorized Partners, so a conversation comes first. - ### Applied Skills Testing EmployTest Wins Interactive Office simulations, clerical accuracy, and data entry tests. PXT Select carries nothing comparable for verifying software skills. - ### Reading The Results EmployTest Wins A percentile rank plus Caution, Moderate, and High trait ratings, written for a hiring manager. PXT Select offers certification at around $1,995 a seat, though Wiley states it is optional. - ### Full-Person Assessment PXT Select Wins Their own term for it. Thinking and reasoning, behavioral traits, and occupational interests scored against a performance model built for the role. - ### Development And Training PXT Select Wins A full-service operation covering new hire development, coaching, and training. Partners advertise 12 to 13 reports per candidate spanning selection, leadership, sales, and team dynamics. Full Comparison ## Feature by feature breakdown Every point that matters for your hiring decision, side by side. EmployTest compared with PXT Select, feature by feature. | Feature | EmployTest | PXT Select | |---|---|---| | Starting Price | $229 one-time for a five-credit packLOWER | Around $295 per assessment, per Authorized Partner published pricing | | Pricing Model | Credit packs in blocks. Buy credits, use them when you hire.FLEXIBLE | Per assessment, purchased through a partner. Volume discounts from around 10 assessments | | How You Buy | Directly online, no sales call requiredDIRECT | Through an Authorized Partner network only | | Setup Time | Create an account and send a test the same dayFASTEST | A performance model for the role gets built with partner help before assessing | | Training Cost | None requiredINCLUDED | Certification offered at around $1,995 per seat. Wiley states credentialing is not required | | What It Measures | Office simulations, clerical skills, behavioral traits, cognitive reasoningROLE COVERAGE | Thinking and reasoning, behavioral traits, occupational interests, job match | | Results Format | Percentile rank against the test-taker pool, plus Caution, Moderate, and High trait ratingsPLAIN ENGLISH | A suite of 12 to 13 reports per candidate | | Third-Party Reviews | 4.7/5 on Capterra from 144+ reviewsHIGHER RATED | ProfileXT G2 profile is unclaimed with no reviews. No comparable Capterra listing | The Core Difference ## One asks whether they fit the role. The other verifies whether they can do the work. PXT Select is a job-fit assessment. It builds a behavioral benchmark for a role, then scores each applicant against it across thinking style, behavioral traits, and occupational interests. That is genuinely useful for sales, leadership, and management hiring, where fit drives performance. EmployTest answers a narrower and more immediate question: can this applicant produce clean work in the programs the role runs on. The short version: if you hire for behavioral fit in sales or leadership roles and need assessment data that carries into coaching later, PXT Select earns its price. If you hire admin, clerical, accounting, and operations staff and need to verify skills before an interview, EmployTest fits and costs significantly less to get started. ### EmployTest is the right choice if you… - Hire admin, clerical, accounting, customer service, or operations staff - Need to verify Office and data entry skills before spending interview time - Need to buy online without a sales conversation first - Test a handful of applicants a year and need cost tied to that volume - Need one library covering many roles rather than one deep instrument - Would rather skip a certification course before reading your first result ### PXT Select is worth considering if you… - Hire for sales, management, or leadership roles where behavioral fit drives results - Need a benchmarked performance model built for each role you fill - Need to use the same assessment data for coaching and succession after the hire - Need a deep report suite covering selection, coaching, and team dynamics - Already work with a Wiley Authorized Partner or a consulting firm you trust - Have budget for around $295 per PXT Select assessment Where EmployTest Wins ## Four advantages EmployTest has over PXT Select 1. ### Credit Packs Starting At $229 vs $295 Per Assessment Authorized Partners publish PXT Select at roughly $295 per assessment. EmployTest sells in credit packs; $229 for the starter block, with larger packs available at lower per-credit costs. For a company screening twenty applicants to fill three seats, that gap decides the budget conversation. 2. ### Buy It Yourself, Today Every PXT Select purchase runs through an Authorized Partner. That partner adds real value on interpretation and performance model design, and it also adds a step before your first test goes out. EmployTest is bought online. Choose a pack, create an account, and email a test to an applicant the same day. 3. ### No Certification Course To Read Your Results PXT Select offers certification at around $1,995 a seat, and partners bundle it into starter packages. Wiley is clear that credentialing is optional. EmployTest results arrive as a percentile rank against the wider test-taker pool alongside Caution, Moderate, and High trait ratings, written so a hiring manager can act on them without training. 4. ### Skills Testing PXT Select Does Not Cover PXT Select measures thinking style, behavioral traits, and occupational interests. It does not verify whether an applicant can build a formula, format a document, or type accurately. EmployTest computer skills tests are interactive simulations of the real programs, so the result reflects work an applicant actually produced. For admin, clerical, and accounting roles, that is usually the open question. Pricing ## What you actually pay ### EmployTest $229 starting, one-time Credit packs in blocks. No annual commitment. Full access to all 200+ tests from day one. - Per-credit pricing — buy when you need to, no renewal date - All 200+ tests included on every pack - Volume discounts available on larger packs - Credits valid for one year from purchase - Free sample tests before you buy ### PXT Select ~$295 per assessment Purchased through an Authorized Partner. Wiley publishes no rate card of its own. - Around $295 per PXT Select assessment, with the full report suite included - Volume discounts begin at roughly 10 assessments - Enterprise licences available on request - Certification course listed at around $1,995 per seat - Partner starter bundles pair assessments with training courses [See EmployTest credit pack pricing](https://employtest.com/employtest-pricing/) or [browse the full test list](https://employtest.com/tests/). Customer Reviews ## What EmployTest customers say - **4.7**Capterra · Verified customer reviews - **4.7**Software Advice · Verified ratings - **🏆**Capterra 2026 · Best Value and Best Ease of Use - > ★★★★★“What really stands out are the various assessments available within the platform, which we’ll be using as a key tool during our recruiting process. The features are intuitive and well-designed, making it easy to evaluate candidates efficiently and consistently.” > > Chief of StaffProfessional Services - > ★★★★★“We vetted a number of testing programs, but truly were impressed by how well EmployTest simulated real-world skills and actions. We also appreciate being able to customize the tests if we need to remove or add an element.” > > Talent Acquisition SpecialistHospital & Healthcare - > ★★★★★“The system is incredibly easy to use. The library of tests is fairly extensive. Our team felt confident using these and it saved a lot of time for HR and the hiring manager. AND great customer support.” > > Human Resources DirectorMedia Production FAQ ## Common questions about EmployTest vs PXT Select Is Profiles International still in business?The company continues, under a different name. John Wiley & Sons acquired Profiles International in April 2014, spent about two years reworking the flagship ProfileXT assessment, and launched the result as PXT Select in January 2016. PXT Select is marketed as a Wiley brand and sold through Authorized Partners. Some long-standing resellers still use the Profiles International name, and independent companies in other countries trade under it too. What is the difference between ProfileXT and PXT Select?PXT Select is the newer version. It uses computerized adaptive testing, carries a modernized design, and includes its development reports at no extra charge. ProfileXT is still sold as the classic version, and additional report fees can apply to it. The two also differ in which languages they are offered in. How much does PXT Select cost?Authorized Partners publish a figure of around $295 per assessment, with the full report suite included and volume discounts starting near ten assessments. Certification is offered separately at roughly $1,995 per seat, though Wiley states that credentialing is not required to use the product. Wiley itself publishes no rate card, so figures vary between partners. What is the main difference between EmployTest and PXT Select?PXT Select measures job fit. It builds a behavioral benchmark for a role and scores applicants against it across thinking style, behavioral traits, and occupational interests. EmployTest verifies applied skills, using interactive simulations of Word, Excel, and other programs alongside clerical accuracy and behavioral tests. They answer different questions about the same applicant. Can I buy PXT Select directly?No. PXT Select is delivered exclusively through Wiley’s network of Authorized Partners, so a partner conversation comes before your first assessment. EmployTest is bought online in credit packs, and you can send your first test the same day. Which platform is better for a small business?EmployTest, in most cases. A small business filling admin, clerical, or operations roles usually needs to verify skills quickly and affordably. PXT Select carries more depth and a higher price, and it suits companies hiring for behavioral fit in sales and leadership roles with budget to match. ## What happened to Profiles International Profiles International was founded in Waco, Texas in 1991. Its first product grew into ProfileXT, the assessment the company became known for, and it built a global partner network around it. John Wiley & Sons acquired the company in April 2014. After roughly two years of rework, Wiley launched the result as PXT Select in January 2016, alongside Everything DiSC and The Five Behaviors in its assessment portfolio. ProfileXT is still sold as the classic version. The Profiles International name still circulates in three ways. Long-standing US resellers reference their Founders Club heritage, independent companies in other countries trade under the name, and PXT Select’s own history pages credit it as the origin. If you have been searching for Profiles International and finding little, that is why. ## Skills testing in credit packs. No partner conversation, no per-assessment fees. Free sample tests, no annual commitment, and no partner conversation before you start. See why 13,000+ customers chose EmployTest. [Try a Free Sample Test](https://employtest.com/pre-employment-test-sample/) [Book a Demo](https://calendly.com/employtest-sales/test-talk) Compare EmployTest with other platforms: [EmployTest vs Criteria Corp](https://employtest.com/helpful-articles/criteria-corp-vs-employtest/) [EmployTest vs TestGorilla](https://employtest.com/helpful-articles/comparing-testgorilla-vs-employtest/) [EmployTest vs eSkill](https://employtest.com/helpful-articles/comparing-eskill-vs-employtest/) [EmployTest vs SHL](https://employtest.com/helpful-articles/shl-vs-employtest/) [EmployTest vs Wonderlic](https://employtest.com/helpful-articles/wonderlic-vs-employtest/) PXT Select (formerly Profiles International) information sourced from pxtselect.com, John Wiley & Sons brand and acquisition materials, published Authorized Partner pricing pages, and G2 listings. Partner pricing varies. Data accurate as of September 2026. --- ### [Criteria Corp vs EmployTest](https://employtest.com/helpful-articles/criteria-corp-vs-employtest/) **Published:** March 26, 2026 **Author:** Ken Crowell **Content:** Reading Time: 5 minutes Platform Comparison · 2026 ## EmployTest vs *Criteria Corp* EmployTest is built for smaller HR teams, company owners, and department heads who need to get testing done fast, without a contract. Criteria Corp is built for enterprise hiring teams with larger budgets and dedicated HR staff. ★★★★★ 4.7 / 5 on Capterra Verified customer reviews ★★★★★ $229 for 5 Tests No annual contract required ★★★★★ Best Value 2026 Capterra Award Winner Pricing for SMBs EmployTest Wins Starts at $229 for 5 tests, no annual contract. Criteria Corp starts at $1,200/year on a 12-month minimum. Ease of Setup EmployTest Wins Start testing in 8 minutes with no demo or onboarding required. Criteria Corp requires demos and consults. Test Customization EmployTest Wins Mix skills, behavioral, and aptitude topics in one custom assessment. Criteria Corp keeps assessments separate. Platform Depth Criteria Corp Wins Broader toolset: gamified tests, ATS-friendly integrations, video interviewing, and talent development. Scientific Validation Criteria Corp Wins Deeper investment in I/O psychology research and psychometrics. Video Interviewing Criteria Corp Wins Built-in async and live video interviewing with AI-powered scoring. EmployTest focuses on assessments only. Full Comparison ## Feature by Feature Breakdown Every feature that matters for your hiring decision, side by side. | Feature | EmployTest | Criteria Corp | |---|---|---| | Starting Price | $229 for 5 tests, no annual contract LOWER | From ~$1,200/year, 12-month minimum | | Pricing Model | Pay in blocks. Buy credits, use them when you hire. FLEXIBLE | Annual SaaS subscription, 3 tiers | | Annual Contract Required | No FLEXIBLE | Yes, 12-month minimum on all plans | | Setup Time | Start testing in 8 minutes, no onboarding FASTEST | Demo required, more in-depth implementation process | | Target Company Size | Small to mid-size, under 1,000 employees SMB FOCUSED | Mid-market to enterprise (50-1,000+ employees) | | Emotional Intelligence Tests | Emotional Intelligence Profile Test AVAILABLE | Dedicated EQ assessment module AVAILABLE | | Test Customization | Mix behavioral, skills, and aptitude in one test UNIQUE | Separate assessments per category | | Capterra Rating | 4.7/5 (144+ reviews) HIGHER RATED | 4.5/5 | The Core Difference ## Two platforms built for two very different buyers This is not really about which platform is better. It’s about who you are. EmployTest and Criteria Corp are built for completely different situations. **The short version:** If you’re an HR generalist, a company owner, or a department head at a small or mid-size company, EmployTest is built for you. No contract or pressured sales demos, no waiting. Buy credits in blocks, start testing. If you run a large enterprise HR team and need deep cognitive science, video interviewing, and talent development tools in one platform, Criteria Corp is worth your consideration. ### EmployTest is the right choice if you… - Are under 1,000 employees and don’t want to pay for a full year upfront - Need cognitive, attention to detail, or behavioral tests that cover any role - Need to start testing this week, not after a demo and onboarding process - Want behavioral and skills topics mixed into one test - Need Office simulation tests for admin, assistant, or ops roles - Are running under 1,000 assessments per year - Want the highest-rated experience on the market (4.7 vs 4.5 on Capterra) ### Criteria Corp is worth considering if you… - Want video interviewing built into the same platform as your assessments - Need gamified assessment modules - Run a mid-to-large HR team with 50+ annual hires and an existing ATS - Want to extend testing into employee development and team performance - Can commit to a $3,000+ annual plan - Work in regulated industries where third-party science validation is required Where EmployTest Wins ## Four advantages EmployTest has over Criteria Corp 01 ### No Contract. Pay For Test Credits In Blocks. Criteria Corp starts at around $1,200 a year on a 12-month contract. You’re locked in whether you hire 10 people or 200. EmployTest works on credits. You buy a block, use it when you have roles to fill, and stop when you don’t. No renewal reminders. 02 ### Testing In 8 Minutes, Not 8 Days. HR generalists and company owners don’t have time for a week of demos and onboarding calls. EmployTest is built to get you testing today. Create an account, pick a test, send it to a candidate. Most people are up and running in under 8 minutes. Criteria Corp requires a full sales process before you can start. 03 ### Test Customization Feature Need reliability, plus attention to detail, plus customer service fit? You can put that in one test. EmployTest lets you pick the topics that matter for the role and build a custom assessment around them. Less friction for candidates. One result for you to review. 04 ### 200+ Tests. Larger Test Library. Cognitive, behavioral, skills, knowledge — it’s all in one place. EmployTest covers more ground than many platforms at this price point. Whether you’re hiring an admin, an accountant, or a customer service rep, there’s a test built for that role. Every test is available from day one. Pricing ## What you actually pay The price difference is real. Here’s what each platform costs and what you get. ### EmployTest $229 for 5 tests Pay-per-test credits, in blocks. No annual contract. Full access to 200+ tests from day one. - No 12-month minimum commitment - Full test library on every plan - Volume discounts available - Free sample tests before purchasing - No sales demos or onboarding required ### Criteria Corp ~$1,200 / year, minimum Annual subscription with 3 tiers. Quote-based pricing. 12-month minimum on all plans. - Professional: full assessment library, unlimited usage - Professional+: adds video interviewing and AI scoring - Talent Success Suite: adds development and team tools - 12-month minimum commitment required - Quote-based, no public pricing for higher tiers - Sales call required before purchase Customer Reviews ## What EmployTest customers say 4.7 Capterra Verified customer reviews 4.7 Software Advice Verified ratings 🏆 Capterra 2026 Best Value and Best Ease of Use ★★★★★ “What really stands out are the various assessments available within the platform, which we’ll be using as a key tool during our recruiting process. The features are intuitive and well-designed, making it easy to evaluate candidates efficiently and consistently. I highly recommend this product, not only for its functionality, but also for the team behind it.” Chief of Staff Professional Services ★★★★★ “We vetted a number of testing programs, but truly were impressed by how well EmployTest simulated real-world skills and actions. We also appreciate being able to customize the tests if we need to remove or add an element.” Talent Acquisition Specialist Hospital & Healthcare ★★★★★ “The system is incredibly easy to use. The library of tests is fairly extensive. Our team felt confident using these and it saved a lot of time for HR and the hiring manager. AND great customer support.” Human Resources Director Media Production FAQ ## Common questions about EmployTest vs Criteria Corp Does EmployTest require less commitment than Criteria Corp? Yes, by a wide margin for most small and mid-size companies. EmployTest starts at $229 for 5 tests with no annual contract. You buy test credits in blocks and use them when you hire. Criteria Corp starts at around $1,200 a year on a 12-month minimum. If your hiring volume is low or varies year to year, EmployTest will cost you less. What is the main difference between EmployTest and Criteria Corp? Criteria Corp is built for large enterprise HR teams needing a full talent suite. It has deep cognitive scientific research, video interviewing, EQ testing, and talent development tools. EmployTest is built for small and mid-size companies that need to test candidates quickly without a contract. Different tools for different buyers. Does EmployTest have cognitive ability tests like Criteria Corp? Yes. EmployTest includes attention to detail tests (valid across all job types), cognitive reasoning tests, and other aptitude assessments. Criteria Corp goes deeper on the science side, so if that level of validation is a hard requirement for your industry, Criteria Corp has the edge. Does Criteria Corp require an annual contract? Yes. All three Criteria Corp plan tiers require a 12-month commitment. EmployTest has no annual contract and you can add more credits at any time. Which platform is better for small businesses? EmployTest. Most small businesses don’t hire at a volume that justifies a $1,200+ annual platform. EmployTest starts at $229 for 5 tests with no annual contract. You’re up and running in minutes, no hard sell by a sales rep required. Can I try EmployTest before committing? Yes. Free sample tests are available so you can see what candidates see before you spend anything. You can also book a demo. The starting credit package is $229 for 5 tests with no annual contract, so there’s less risk to try it. ## Try EmployTest before committing to anything Free sample tests, no annual contract, and you can start testing candidates in 8 minutes. See why 13,000+ companies chose EmployTest. [Try a Free Sample Test](https://employtest.com/pre-employment-test-sample/) [Book a Demo](https://calendly.com/employtest-sales/test-talk) Compare EmployTest with other platforms: [EmployTest vs TestGorilla](https://employtest.com/helpful-articles/comparing-testgorilla-vs-employtest/) [EmployTest vs eSkill](https://employtest.com/helpful-articles/comparing-eskill-vs-employtest/) Criteria Corp information sourced from their public website, Capterra listings, SelectHub analysis, and verified customer reviews. Pricing data reflects publicly available estimates and may vary. Data accurate as of early 2026. --- ### [Comparing EmployTest and TestGorilla](https://employtest.com/helpful-articles/comparing-testgorilla-vs-employtest/) **Published:** March 27, 2026 **Author:** Ken Crowell **Content:** Reading Time: 7 minutes Platform Comparison · 2026 # EmployTest vs *TestGorilla* EmployTest is built for HR generalists, company owners, and department heads who need to get testing done fast, without breaking the budget. TestGorilla is a broader platform built for teams that want a large test library, native ATS integrations, and a free entry point. ★★★★★ 4.7 / 5 on Capterra Verified customer reviews ★★★★★ Starts at $229 for 5 tests No annual subscription required ★★★★★ Best Value 2026 Capterra Award Winner Pricing for Smaller Teams EmployTest Wins Pay-per-test in blocks from $229 for 5 tests, no annual subscription. TestGorilla’s full-access plan costs more with one active assessment at a time on the free tier. Test Customization EmployTest Wins Mix behavioral, skills, and aptitude into one combined assessment. TestGorilla keeps behavioral and skills assessments separate. Microsoft Office Simulation Tests EmployTest Wins EmployTest uses task-based simulations inside a simulated Microsoft Office environment. TestGorilla’s MS Office tests use multiple-choice questions. ATS Integrations TestGorilla Wins TestGorilla offers a broader list of native ATS integrations out of the box. EmployTest’s integration list is smaller but growing. Technical and Language Tests TestGorilla Wins TestGorilla has a larger library of IT, programming, and language tests. Better for tech and multilingual hiring pipelines. Free Entry Tier TestGorilla Wins TestGorilla offers a free tier with up to 5 basic tests. EmployTest has no free tier but offers free sample tests before purchase. What Both Platforms Do Well ## Features common to both EmployTest and TestGorilla Both are capable pre-employment testing tools built around the same goal. The question is which one fits your situation. ### 200+ Test Library Both platforms have large test libraries covering a wide range of roles, with 1,000+ questions available for building custom assessments. ### Remote Testing Both support fully remote testing on computer or mobile device. ### Custom Test Building Both platforms let you draw from their question libraries to build assessments tailored to a specific role. Full Comparison ## Feature by Feature Breakdown Ten features that matter for your hiring decision, side by side. | Feature | EmployTest | TestGorilla | |---|---|---| | Starting Price | $229 for 5 tests, one-time, all 200+ tests included LOWER | ~$1,704 per year+/year for full library access on paid plan | | Pricing Model | Pay in blocks. Buy credits, use them when you hire. FLEXIBLE | Annual subscription tiers | | Annual Contract | No FLEXIBLE | Yes, annual subscription on paid plans | | Free Tier | No free tier. Free sample tests available before purchase. | Free plan: up to 5 basic tests, one active at a time | | Setup Time | Testing in 8 minutes, no training needed FASTEST | Faster onboarding than most, more setup than EmployTest | | Microsoft Office Tests | Task-based simulations inside replicated Office software SUPERIOR | Multiple-choice questions about Office features | | Behavioral + Skills Mix | Combine behavioral, skills, and aptitude in one test UNIQUE | Behavioral and skills in separate assessments | | ATS Integrations | Smaller, growing list | Broader native ATS integrations MORE | | Technical / Language | Smaller technical and language library | Larger: programming, cloud, language tests BROADER | | Capterra Rating | 4.7/5 (144+ reviews) HIGHER RATED | 4.5/5 | The Core Difference ## Two platforms built for two different kinds of hiring teams This is not about which platform is better. It’s about who you are. EmployTest and TestGorilla are built for completely different situations. **The short version:** If you’re an HR generalist, a company owner, or a department head at a small or mid-size company, EmployTest is built for you. No annual subscription, no demos, no waiting. Buy credits in blocks, start testing. If you need broad native ATS integrations on day one, have a lot of technical or multilingual hiring, or want to explore testing with a free tier before spending anything, TestGorilla makes more sense. ### EmployTest is the right choice if you… - Are under 1,000 employees and don’t want to pay for a full year upfront - Need cognitive, attention to detail, or behavioral tests that cover any role - Want behavioral and skills topics mixed into one single assessment - Need Microsoft Office simulation tests that replicate actual task-based work - Want full library access from the very first $229 for 5 tests credit block - Want the highest-rated experience (4.7/5 on Capterra) ### TestGorilla is worth considering if you… - Need broad native ATS integrations available on day one - Are hiring for technical or IT roles requiring programming or cloud platform tests - Need language proficiency tests for multilingual hiring pipelines - Want to try a free tier before committing any budget - Have a larger hiring operation that benefits from enterprise-tier features - Already use a TestGorilla-integrated ATS and want a seamless workflow Where EmployTest Wins ## Four advantages EmployTest has over TestGorilla These are the specific, verified areas where EmployTest has a clear edge. 01 ### No Annual Subscription. Pay For Credits In Blocks. TestGorilla’s full library requires a paid annual subscription that starts higher than EmployTest’s entry package. EmployTest works on credits. You buy a block, use them when you have roles to fill, and stop when you don’t. Credits are valid for a year. No renewal reminders. No wasted spend. 02 ### One Test. Behavioral and Skills Together. Need reliability, plus attention to detail, plus customer service fit? You can put that in one test. EmployTest lets you pick the behavioral topics, skills, and aptitude areas that matter for the role and build one combined assessment. TestGorilla keeps behavioral and skills as separate assessments, which means more sessions for candidates and more results to reconcile. 03 ### Microsoft Office Simulations That Test Actual Ability. EmployTest’s Microsoft Office tests are task-based. Candidates work inside a simulated MS Office environment and complete actual tasks. TestGorilla’s MS Office tests use multiple-choice questions about MS Office features. For any role where Word, Excel, PowerPoint, or Outlook proficiency is a real job requirement, what you learn from each test is different. 04 ### 200+ Tests. Every Role Covered From Day One. Cognitive, behavioral, skills, knowledge — it’s all in one place. Whether you’re hiring an admin, a project manager, or a customer service rep, there’s a test for that role. Every test is available from the moment you buy your first credit block. No tier upgrades, no add-ons. Where TestGorilla Wins ## Three areas where TestGorilla is the stronger choice A fair comparison means being direct about where TestGorilla genuinely outperforms EmployTest. 01 ### Broader native ATS integrations TestGorilla integrates natively with more applicant tracking systems than EmployTest. If getting assessments into your existing ATS on day one is a hard requirement, TestGorilla has a clear advantage. EmployTest’s integration list is growing, but is currently smaller. 02 ### Technical, IT, and language test depth TestGorilla has a larger library of technical and IT assessments, including programming languages and cloud platforms, plus language proficiency tests for multilingual hiring. For organizations where technical or international hiring is a big part of the pipeline, TestGorilla’s depth here is a real advantage. 03 ### Free tier for low-volume or exploratory use TestGorilla offers a free tier with up to five basic assessments, one active at a time. For teams that want to try pre-employment testing before committing any budget, this free entry point is something EmployTest doesn’t offer. EmployTest provides free sample tests to preview quality but requires a credit purchase to begin testing candidates. Pricing ## What you actually pay The price difference is real. Here’s what each platform costs and what you get. ### EmployTest $229 for 5 tests, one-time Pay-per-test credits in blocks. No annual subscription. Full access to all 200+ tests from day one. - No annual contract or commitment - Full test library from $229 for 5 tests - Volume discounts on larger packages - Free sample tests before any purchase - No demo or onboarding calls required - Credits are valid for a year ### TestGorilla Multiple tiers available Multiple plans available. Full library access requires a paid annual subscription starting higher than EmployTest’s entry package. - Plans range from basic to full library access - Annual subscription required for full library - Starter plan: limited test volume and features - Business and Professional: broader access and ATS - Larger technical and language test library on paid tiers - Annual commitment required for full-access plans Customer Reviews ## What EmployTest customers say 4.7 Capterra Verified customer reviews 4.7 Software Advice Verified ratings 🏆 Capterra 2026 Best Value and Best Ease of Use ★★★★★ “What really stands out are the various assessments available within the platform, which we’ll be using as a key tool during our recruiting process. The features are intuitive and well-designed, making it easy to evaluate candidates efficiently and consistently.” Chief of Staff Professional Services ★★★★★ “We vetted a number of testing programs, but truly were impressed by how well EmployTest simulated real-world skills and actions. We also appreciate being able to customize the tests if we need to remove or add an element.” Talent Acquisition Specialist Hospital and Healthcare ★★★★★ “The system is incredibly easy to use. The library of tests is fairly extensive. Our team felt confident using these and it saved a lot of time for HR and the hiring manager. AND great customer support.” Human Resources Director Media Production FAQ ## Common questions about EmployTest vs TestGorilla Is EmployTest cheaper than TestGorilla? For most small and mid-size companies, yes. EmployTest starts at $229 for 5 tests with no annual subscription and full library access from the first credit block. TestGorilla’s full-access plans require an annual subscription that starts higher. The free tier limits you to five basic tests with one active at a time. If your hiring volume is low or varies throughout the year, EmployTest will cost you less. What is the main difference between EmployTest and TestGorilla? Pricing model, Microsoft Office test format, and ATS integration depth. EmployTest is built for small and mid-size companies that need pay-per-test flexibility, task-based MS Office simulations, and fast setup with no annual commitment. TestGorilla has a broader test library, stronger native ATS integrations, a free tier, and more technical and language tests. Different tools for different buyers. Does EmployTest have better MS Office simulation tests than TestGorilla? Yes. EmployTest’s Microsoft Office tests are task-based simulations where candidates complete actual tasks inside a simulated Microsoft Office environment. TestGorilla’s MS Office tests use multiple-choice questions about MS Office features. For any role where real Word, Excel, PowerPoint, or Outlook ability is required, the format difference matters. Does TestGorilla have a free plan? Yes. TestGorilla offers a free tier with up to five basic assessments and one active test at a time. The free tests cover general areas like time management and motivation. EmployTest doesn’t have a free tier but offers free sample tests so you can preview the platform before purchasing credits. Which platform has better ATS integrations? TestGorilla, currently. It offers native integrations with more applicant tracking systems. If ATS integration on day one is a hard requirement, TestGorilla has the advantage. EmployTest’s integration list is smaller but growing. Which platform is better for small businesses? EmployTest. The $249 starting package with no annual subscription means your costs go up when you hire and stop when you don’t. You get full library access from the first credit block and can be up and running in under 8 minutes. TestGorilla’s free tier works for very low-volume hiring, but full library access requires a paid annual plan. Can I try EmployTest before committing? Yes. Free sample tests are available so you can see what candidates see before spending anything. You can also book a demo. The $249 for 5 tests starting credit package requires no annual contract, so the risk to try it is low. ## Try EmployTest before committing to anything Free sample tests, no annual contract, and you can start testing candidates in 8 minutes. See why 6,000+ companies chose EmployTest. [Try a Free Sample Test](https://employtest.com/pre-employment-test-sample/) [Book a Demo](https://calendly.com/employtest-sales/test-talk) Compare EmployTest with other platforms: [EmployTest vs eSkill](https://employtest.com/helpful-articles/comparing-eskill-vs-employtest/) [EmployTest vs Criteria Corp](https://employtest.com/helpful-articles/criteria-corp-vs-employtest/) TestGorilla information sourced from their public website, Capterra listings, and verified customer reviews. Pricing data reflects publicly available estimates and may vary. Data accurate as of early 2026. --- ### [MS Word Sample Report](https://employtest.com/helpful-articles/ms-word-sample-report/) **Published:** March 31, 2024 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute --- ### [Microsoft Excel Topics](https://employtest.com/helpful-articles/microsoft-excel-topics/) **Published:** March 31, 2024 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute --- ### [Excel Sample Report](https://employtest.com/helpful-articles/excel-sample-report/) **Published:** March 31, 2024 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute --- ### [Accounting Test Topics](https://employtest.com/helpful-articles/accounting-test-topics/) **Published:** March 31, 2024 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute --- ### [Accounting Score Report](https://employtest.com/helpful-articles/accounting-score-report/) **Published:** March 31, 2024 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute --- ### [Computer Literacy Topics](https://employtest.com/helpful-articles/computer-literacy-topics/) **Published:** March 31, 2024 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute --- ### [Microsoft Word Topics](https://employtest.com/helpful-articles/microsoft-word-topics/) **Published:** March 31, 2024 **Author:** Ken Crowell **Content:** Reading Time: < 1 minute --- ## Test Categories ### [Most Popular](https://employtest.com/test_cat/most-popular/) **Description:** Explore EmployTest's most popular pre-employment tests, including cognitive ability, Microsoft Office, Excel, accounting, and basic skills assessments. --- ## Job Titles ### [Accounting Staff](https://employtest.com/job_titles/accounting-staff/) --- ### [Administrative Assistant](https://employtest.com/job_titles/administrative-assistant/) --- ### [Customer Service](https://employtest.com/job_titles/customer-service/) --- ### [Warehouse](https://employtest.com/job_titles/warehouse/) --- ### [Supervisor](https://employtest.com/job_titles/supervisor/) --- ### [Sales Representative](https://employtest.com/job_titles/sales-representative/) --- ### [Project Manager](https://employtest.com/job_titles/project-manager/) --- ### [Paralegal](https://employtest.com/job_titles/paralegal/) --- ### [Office Manager](https://employtest.com/job_titles/office-manager/) --- ### [Healthcare](https://employtest.com/job_titles/healthcare/) --- ### [Manager](https://employtest.com/job_titles/manager/) --- ### [Legal Office Staff](https://employtest.com/job_titles/legal-office-staff/) --- ### [Inside Sales Rep](https://employtest.com/job_titles/inside-sales-rep/) --- ### [Human Resources](https://employtest.com/job_titles/human-resources/) --- ## Blog Categories ### [typing test](https://employtest.com/blog_cat/typing-test/) --- ### [pre-employment testing](https://employtest.com/blog_cat/pre-employment-testing/) --- ### [Employment Tips](https://employtest.com/blog_cat/employment-tips/) --- ### [emotional intelligence test](https://employtest.com/blog_cat/emotional-intelligence-test/) --- ### [pre-employment test](https://employtest.com/blog_cat/pre-employment-test/) --- ### [Hiring Tips](https://employtest.com/blog_cat/hiring-tips/) --- ### [accounting skills test](https://employtest.com/blog_cat/accounting-skills-test/) --- ### [employment test](https://employtest.com/blog_cat/employment-test/) --- ### [Work from Home](https://employtest.com/blog_cat/work-from-home/) --- ### [Cognitive Ability Test](https://employtest.com/blog_cat/cognitive-ability-test/) --- ### [pre-employment assessment](https://employtest.com/blog_cat/pre-employment-assessment/) --- ### [behavioral profile](https://employtest.com/blog_cat/behavioral-profile/) --- ### [personality tests](https://employtest.com/blog_cat/personality-tests/) --- ### [healthcare aptitude test](https://employtest.com/blog_cat/healthcare-aptitude-test/) --- ### [medical office skills test](https://employtest.com/blog_cat/medical-office-skills-test/) --- ### [management aptitude test](https://employtest.com/blog_cat/management-aptitude-test/) --- ### [microsoft office tests](https://employtest.com/blog_cat/microsoft-office-tests/) --- ### [attention to detail test](https://employtest.com/blog_cat/attention-to-detail-test/) --- ### [customer service skills test](https://employtest.com/blog_cat/customer-service-skills-test/) --- ### [customer service tests](https://employtest.com/blog_cat/customer-service-tests/) --- ### [customer service aptitude test](https://employtest.com/blog_cat/customer-service-aptitude-test/) --- ### [pre-employment tests](https://employtest.com/blog_cat/pre-employment-tests/) --- ### [Administrative Skills Tests](https://employtest.com/blog_cat/administrative-skills-tests/) --- ### [employment tests](https://employtest.com/blog_cat/employment-tests/) --- ### [cognitive testing](https://employtest.com/blog_cat/cognitive-testing/) --- ### [excel test](https://employtest.com/blog_cat/excel-test/) --- ### [computer skills test](https://employtest.com/blog_cat/computer-skills-test/) **Description:** Explore computer skills testing articles from EmployTest, including Microsoft Office assessments, digital literacy, and tips for evaluating applicants. --- ### [better hiring process](https://employtest.com/blog_cat/better-hiring-process/) --- ### [pre-employment screening](https://employtest.com/blog_cat/pre-employment-screening/) --- ### [Computer Tests](https://employtest.com/blog_cat/computer-tests/) --- ### [Medical Tests](https://employtest.com/blog_cat/medical-tests/) --- ### [accounting skills test,pre-employment testing](https://employtest.com/blog_cat/accounting-skills-testpre-employment-testing/) --- ### [behavioral profile,personality tests](https://employtest.com/blog_cat/behavioral-profilepersonality-tests/) --- ### [Administrative and Accounting Skills Tests & Hiring Tips](https://employtest.com/blog_cat/administrative-skills-testshiring-tipsaccounting-skills-test/) --- ### [Administrative and Accounting Skills Tests, Employment Tests](https://employtest.com/blog_cat/administrative-skills-testsaccounting-skills-testemployment-tests/) --- ### [attention to detail test,pre-employment testing](https://employtest.com/blog_cat/attention-to-detail-testpre-employment-testing/) --- ### [Cognitive Assessment,cognitive testing](https://employtest.com/blog_cat/cognitive-assessmentcognitive-testing/) --- ### [excel test,pre-employment testing](https://employtest.com/blog_cat/excel-testpre-employment-testing/) --- ### [Administrative Skills Tests,Hiring Tips](https://employtest.com/blog_cat/administrative-skills-testshiring-tips/) --- ### [Employment Tips,Hiring Tips,employment tests](https://employtest.com/blog_cat/employment-tipshiring-tipsemployment-tests/) --- ### [Data entry skills test](https://employtest.com/blog_cat/data-entry-skills-test/) **Description:** Explore EmployTest articles on data entry skills testing, including typing speed, accuracy, and tips for assessing applicants before hiring. ---